Vice President of Human Resources

AICA Orthopedics, P.C.•Atlanta, GA

About The Position

VICE PRESIDENT OF HUMAN RESOURCE (VP OF HR) Build the Foundation. Drive the Transformation. Own the Results. Position Impact The Vice President of Human Resources will serve as a key member of ProCo's senior leadership team with full autonomous ownership of both Talent Acquisition and Human Resources. This is a foundational "builder" role requiring a leader who can architect and implement a modern, data-driven talent operating system while delivering immediate business impact through measurable cost savings and operational excellence. Your work directly impacts ProCo’s ability to execute its growth strategy, reduce controllable costs, and build sustainable competitive advantage through superior talent management. You'll transform the People function from a transactional support service into a strategic driver of profitability and operational performance. About ProCo and AICA Orthopedics ProCo LLC is an MSO. AICA Orthopedics is a subsidiary. AICA Orthopedics is Atlanta's premier integrated healthcare provider. With 21 locations across metro Atlanta and a state-of-the-art surgery center, we're a growing team of 400+ professionals delivering multidisciplinary care through a collaborative team of orthopedic surgeons, neurologists, chiropractors and physical therapists. For 25 years, we've been transforming healthcare delivery in the personal injury space. Core Mission: Three Non-Negotiable Business Outcomes Your success will be measured by your ability to deliver on three critical business outcomes: 1. Execute the Attrition Reduction Plan - - Implement systematic retention interventions across all functional areas - Build manager capability to reduce preventable turnover - Create measurement systems that track progress against savings targets - Design compensation and benefits strategies that support retention goals 2. Enable the 2026 Growth Plan - Build High-Velocity Talent Acquisition Engine - Eliminate all agency spend through superior internal recruitment capability - Reduce Time-to-Fill across all role categories to support aggressive growth timeline - Successfully staff 3 new clinic launches on schedule with quality hires - Build scalable systems that support continued multi-location expansion - Develop specialized recruitment strategies for clinical, administrative, and revenue cycle talent 3. Secure the Business Infrastructure - Architect Resilient HR Operations - Achieve 100% compliance across all employment law and regulatory requirements - Build zero-defect execution capability in core HR processes (payroll, benefits, leave management) - Fully mitigate all business continuity risks through robust documentation and systems - Create data analytics infrastructure that enables evidence-based decision making - Implement performance management systems that drive accountability and development Strategic Leadership Responsibilities Executive Team Partnership - Serve as primary advisor to C-suite on all human capital strategy and execution - Translate organizational goals into actionable talent strategies with measurable ROI - Own the business case and financial modeling for all People function investments - Present regular updates to executive team and board on key talent metrics and initiatives - Partner with division presidents to align talent strategies with operational needs Team Architecture & Development -Design, recruit and scale?a high-performing modern HR team? - Create clear role definitions, accountability structures, and performance expectations - Develop team capabilities through coaching, mentorship, and strategic skill-building - Foster a culture of data-driven decision making and continuous improvement Operational Excellence - Own and continuously improve the integrated talent operating system (ProCo Talent Flywheel) - Establish measurement frameworks that track progress against all strategic objectives - Build scalable processes that survive personnel changes and support multi-location operations - Implement technology solutions that drive efficiency and data quality - Create documentation standards that ensure consistency and compliance Risk Management & Compliance - Serve as final escalation point for complex employment law and employee relations issues - Ensure full compliance with FMLA, ADA, EEOC, FLSA, and all applicable employment regulations - Design and implement risk mitigation strategies for high-exposure areas - Partner with legal counsel on complex matters and policy development - Build audit-ready systems and documentation practices Financial Accountability - Own the People function budget with demonstrated ROI on all major investments - Track and report on Attrition Cost Savings, Time-to-Fill, and Payback Period metrics - Make data-informed recommendations on compensation, benefits, and staffing investments - Demonstrate clear linkage between People initiatives and business outcomes - Manage vendor relationships and negotiate favorable terms for services

Requirements

10-15+ years of progressive People leadership experience
Significant experience reporting directly to C-level executives
Proven track record leading both Talent Acquisition and HR Operations functions
Demonstrated success building and scaling People functions in high-growth environments
Experience managing senior leaders (Director-level and above)
Healthcare, multi-location, or founder-led company experience strongly preferred
Deep expertise in modern organization design and performance management systems
Master-level knowledge of employment law (FMLA, ADA, EEOC, FLSA, wage-hour regulations)
Advanced capability in people analytics, metrics design, and data-driven decision making
Proven ability to build and optimize talent acquisition systems at scale
Experience with HRIS implementation and optimization (Paylocity preferred)
Understanding of healthcare-specific talent challenges and regulatory requirements
Experience owning significant budgets with demonstrated ROI and financial modeling capability
Track record of successfully managing organizational change and transformation
Ability to influence and advise senior executives on complex people matters
Demonstrated skill in developing other leaders and building high-performing teams
Strategic thinking capability balanced with strong execution discipline
Bachelor's degree required

Nice To Haves

MBA, JD, SPHR, or SHRM-SCP highly preferred
Relevant professional certifications valued
Combines executive presence with hands-on operational drive - equally comfortable presenting to the board and building spreadsheets
Has built a modern, specialized People function in a high-growth, multi-location environment?
Approaches talent management as a strategic financial function with measurable ROI
Demonstrates both analytical rigor and decisive implementation follow-through
Brings a builder's mentality to creating new systems, processes, and organizational capabilities
Shows genuine passion for transforming underperforming operations into centers of excellence
Balances compliance requirements with business pragmatism and speed of execution

Responsibilities

Serve as primary advisor to C-suite on all human capital strategy and execution
Translate organizational goals into actionable talent strategies with measurable ROI
Own the business case and financial modeling for all People function investments
Present regular updates to executive team and board on key talent metrics and initiatives
Partner with division presidents to align talent strategies with operational needs
Design, recruit and scale?a high-performing modern HR team?
Create clear role definitions, accountability structures, and performance expectations
Develop team capabilities through coaching, mentorship, and strategic skill-building
Foster a culture of data-driven decision making and continuous improvement
Own and continuously improve the integrated talent operating system (ProCo Talent Flywheel)
Establish measurement frameworks that track progress against all strategic objectives
Build scalable processes that survive personnel changes and support multi-location operations
Implement technology solutions that drive efficiency and data quality
Create documentation standards that ensure consistency and compliance
Serve as final escalation point for complex employment law and employee relations issues
Ensure full compliance with FMLA, ADA, EEOC, FLSA, and all applicable employment regulations
Design and implement risk mitigation strategies for high-exposure areas
Partner with legal counsel on complex matters and policy development
Build audit-ready systems and documentation practices
Own the People function budget with demonstrated ROI on all major investments
Track and report on Attrition Cost Savings, Time-to-Fill, and Payback Period metrics
Make data-informed recommendations on compensation, benefits, and staffing investments
Demonstrate clear linkage between People initiatives and business outcomes
Manage vendor relationships and negotiate favorable terms for services