Vice President of Human Resources

HealthTech Partners Inc•Maplewood, NJ

13h•$175,000 - $225,000•Hybrid

About The Position

StationMD is the nation's leading specialized telehealth company for individuals with intellectual and developmental disabilities (I/DD). Founded in 2016, the company operates through HealthTech Partners, Inc., serving over 40,000 individuals across 25 states with 24/7 medical support, psychiatric services, and nurse on-call programs via a telemedicine platform. StationMD resolves over 90% of patient calls without ER visits, reducing costs and improving health outcomes. The company boasts a 94% patient satisfaction rate and is backed by prominent investors including Martin Ventures, Adam Boehler, and Rittenhouse Ventures. StationMD is at a growth inflection point and seeks to invest in its people infrastructure to support its next stage of expansion. The VP of Human Resources is a new senior leadership role focused on strategy and execution across the employee lifecycle, reporting to the CEO and partnering with the COO, CMO, and executive team. This leader will build and scale people systems, processes, and culture to attract, develop, and retain talent in a complex, multi-workforce environment. The role will inherit a small HR team and is chartered to elevate the function by connecting workforce strategy to business performance.

Requirements

10+ years of progressive HR leadership experience, with at least 4 years in a senior HR leadership role (Director, VP, or CHRO) in a growth stage business.
Demonstrated success as an HR leader in a venture or PE backed company, with fluency in what investors expect from the people function at a high growth stage.
Experience managing a complex, multi classification workforce, ideally inclusive of a credentialed clinical or professional services population (physicians, nurses, advanced practice providers, behavioral health professionals, or equivalent), an independent contractor/1099 workforce, and an hourly/non exempt team.
Background in tech enabled services, healthcare services, B2B or B2C professional services, or a similarly complex operating model where the workforce IS the product.
Proven track record building and evolving HR infrastructure in lean teams, someone who is both a strategic thinker and a hands on operator who isn't afraid of the work.
Strong org design and workforce planning instincts, ability to build role clarity, define career ladders, and structure teams for both today and the next phase of growth.
Data driven decision maker who can build HR analytics and connect people metrics to business performance with credibility.
Fluency with HRIS platforms, experience with ADP Workforce Now strongly preferred; comfort evaluating and implementing modern HR and talent tooling.
Demonstrated enthusiasm for leveraging AI tools to increase team productivity, streamline operations, and enable the HR function to do more with less.
Excellent executive communication skills, comfortable presenting to a CEO, CMO, and investor board with confidence and a clear point of view.
Deep familiarity with multi-state employment law and the compliance requirements of a distributed workforce.

Nice To Haves

You are energized by mission. StationMD's work, improving the lives of one of the most underserved populations in American healthcare, matters to you and it shows in how you show up.
You are a builder. You don't wait for perfect conditions. You assess what exists, identify what's needed, and build with urgency and care.
You are a connector. You see the link between people strategy and business outcomes, and you're skilled at helping others see it too.
You are comfortable with complexity. A workforce that includes doctors, nurses, behavioral health clinicians, and operational staff distributed across 25 states, doesn't overwhelm you. It excites you.
You are lean and leveraged. You know how to prioritize, how to use tools intelligently (including AI), and how to build systems that scale without asking for a large team first.
You are willing and excited to take a hands-on approach to all responsibilities.

Responsibilities

Design and drive an integrated talent and workforce strategy across StationMD's exempt and non-exempt populations that aligns directly with business growth plans and investor expectations.
Partner with the CEO, CMO, and functional leaders to develop role clarity frameworks, org design principles, and workforce planning models that can scale as the company expands into new states and service lines.
Build the analytical and reporting muscle to connect workforce data to business outcomes, ensuring the executive team and board have the people metrics they need to make confident growth decisions.
Partner closely with the Chief Operating Officer (COO) to map workforce planning, capacity modeling, and staffing models against operational growth targets, SLAs, and geographical expansions.
Evolve and modernize the end to end recruiting function, leveraging the existing ADP Workforce Now ATS and exploring modern tooling to attract high caliber clinical and operational talent in a competitive market.
Build structured onboarding and new hire enablement programs that accelerate time to productivity across all workforce segments from clinical onboarding joining a virtual care environment to operational leaders joining a high growth team.
Partner closely with the clinical recruiter and CMO to ensure the physician, nursing, and behavioral health talent pipeline remains strong and credentialing and compliance workflows are seamless.
Partner with the COO and operational leads to build structured onboarding frameworks that shorten time-to-productivity for both clinical and non-exempt operations teams in a 24/7/365 virtual environment.
Design and implement a performance management framework that drives clarity, accountability, and development, connecting individual contributions to team and company level outcomes.
Conduct regular compensation assessments and market analysis to ensure competitive and compliant pay structures.
Build learning and development pathways that support career growth across the organization with special attention to the people managers who are navigating rapid change.
Champion StationMD's culture of high engagement and mission alignment, ensuring it scales intentionally as the team grows and the workforce diversifies.
Own HR operations in partnership with the HR generalist, including benefits administration, employee relations, compliance, and policy, with payroll currently managed through Finance via ADP Workforce Now.
Ensure regulatory compliance across a multi state workforce, with particular sensitivity to the nuances of 1099 vs. W2 classification, clinical credentialing requirements, and applicable federal and state employment law.
Lead annual review and strategic revamping of HR-related policies and procedures to ensure alignment with regulatory requirements, industry best practices, and organizational growth, coordinating with Information Security, Clinical, and other departments on cross-functional policy updates.
Evaluate the current HR tech stack and identify opportunities to improve efficiency, leverage AI enabled tools, and build scalable infrastructure without adding unnecessary headcount.
Serve as a trusted strategic advisor and thought partner to the CEO and leadership team on all matters related to people, culture, and organizational effectiveness.
Represent the people function at the leadership table with credibility, data, and a clear point of view, connecting HR strategy to the company's mission of improving care for individuals with I/DD and to the expectations of its investor partners.
Model and reinforce StationMD's values, excellence in care, equity, and innovation, across all people programs and practices.