VP, Human Resources

Rectangle Health•White Plains, NY

3h•$200,000 - $250,000

About The Position

The Vice President, Human Resources serves as the senior Human Resources leader for Rectangle Health and is responsible for developing and executing the Company’s HR strategy in support of business objectives, organizational performance, and growth. Reporting to the Chief Operating Officer, this role provides strategic leadership and operational oversight for Human Resources, including employee relations, talent acquisition, compensation and benefits, HR operations, employment compliance, performance management, organizational development, and workforce planning. The VP of Human Resources partners closely with the executive leadership team and business leaders to ensure the Company attracts, develops, retains, and effectively manages talent while maintaining consistent employment practices and compliance with applicable laws and Company policies. This leader serves as a trusted advisor on workforce matters, organizational design, leadership effectiveness, and employment risk.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; advanced degree preferred.
12+ years of progressive Human Resources experience, including significant leadership responsibility across multiple HR disciplines.
5+ years leading an HR function or serving in a senior HR leadership role.
Demonstrated expertise in employee relations, employment law, talent acquisition, compensation, benefits, HR operations, and talent management.
Experience supporting executive leadership and advising on complex, sensitive, and high-risk employment matters.
Experience leading HR in a multi-state organization and building scalable processes in a growing company.
Strong business acumen, executive presence, communication, judgment, and change leadership skills.
Ability to balance strategic leadership with hands-on operational execution.

Nice To Haves

SHRM-SCP, SPHR, or similar certification preferred.
Experience within SaaS, fintech, healthcare technology, payments, or private equity-backed organizations preferred.

Responsibilities

Assist with developing and executing the Company’s Human Resources strategy in alignment with business objectives, operating priorities, and growth plans.
Serve as a strategic advisor to the Chief Operating Officer, executive leadership team, and business leaders on workforce planning, talent management, and employment matters.
Establish HR priorities, operating plans, policies, service standards, metrics, and governance practices.
Provide clear and timely reporting on employee relations, recruiting, workforce trends, compliance, leaves of absence, and other material HR matters.
Lead the Human Resources team and ensure consistent, responsive, and accountable support across the organization.
Lead employee relations strategy and oversee investigations, complaints, conflict resolution, corrective actions, performance concerns, and terminations.
Advise leaders on employee conduct, performance management, policy interpretation, and workforce decisions.
Ensure employee matters are addressed promptly, consistently, confidentially, and with appropriate documentation.
Partner with Legal on sensitive employment matters and risk mitigation.
Identify recurring employee relations trends and recommend corrective or preventative actions.
Directly manage, coach, and develop the recruiting team, establishing clear priorities, performance expectations, service standards, and accountability.
Ensure recruiting activity aligns with approved headcount, budget, organizational priorities, and established approval processes.
Partner with leaders to define role requirements, assess talent needs, and build succession and talent pipelines.
Oversee recruiting performance, candidate experience, external recruiting partners, and hiring metrics.
Drive disciplined and consistent selection, offer, and pre-employment processes.
Lead compensation strategy, salary administration, incentive programs, and annual compensation planning.
Oversee employee benefits, retirement programs, leave-related benefits, vendor relationships, renewals, and plan administration.
Partner with Finance and executive leadership on workforce costs, compensation budgets, and program design.
Assess market competitiveness and recommend sustainable programs that support attraction and retention.
Ensure accurate, compliant, and effective administration of total rewards programs.
Oversee the full employee lifecycle, including onboarding, employee records, HRIS administration, status changes, leave administration, accommodations, and offboarding.
Ensure compliance with federal, state, and local employment laws and regulatory requirements across applicable jurisdictions.
Maintain the employee handbook, Human Resources policies, employment documentation, and required notices and records.
Lead employment-related audits, reporting, and compliance initiatives.
Establish scalable HR processes, controls, documentation standards, and service-level expectations.
Lead performance management, talent reviews, succession planning, leadership development, and employee development practices.
Partner with leaders on team effectiveness and change management.
Coach leaders on people management, accountability, communication, and team effectiveness.
Identify workforce capability gaps and recommend development or talent solutions.
Build consistent management practices that strengthen organizational performance.
Collaborate with all cross functional teams and business leaders on workforce programs and operational requirements.
Ensure HR requirements are incorporated into business changes, systems initiatives, office operations, and organizational programs.
Support executive leadership reporting related to workforce, talent, recruiting, and organizational metrics.
Lead, coach, and develop the Human Resources team.
Define roles, responsibilities, goals, performance expectations, and escalation protocols.
Manage the Human Resources budget, vendors, technology, and departmental resources.
Track and report key HR metrics and use data to drive decisions and continuous improvement.
Foster a culture of professionalism, sound judgment, confidentiality, accountability, and service.