Vice President of Human Resources

Always Compassionate Health•Melville, NY

1d•Onsite

About The Position

The Vice President of Human Resources (VPHR) will be the principal architect and strategic leader for all people infrastructure at Always Compassionate Health. This executive will function as a trusted business partner to the leadership team, driving organizational performance, developing a high engagement culture, and designing advanced people systems that align with aggressive growth goals, all while rigorously maintaining legal compliance and mitigating institutional risk.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field is required.
Minimum of 10+ years of progressive HR experience, with at least 5 years in a senior leadership role (Director or VP level) reporting directly to executive leadership.
Deep expertise in advanced compensation plan design, performance management system implementation, and comprehensive knowledge of federal and New York State employment law (e.g., wage and hour, leave, classification).
Demonstrated ability to act as a strategic business partner, influence without direct authority, and balance employee advocacy with organizational risk mitigation.
Experience implementing or managing modern HRIS and payroll systems.

Nice To Haves

A Master's degree (MBA or MA in HR) and/or HR certification (SHRM-SCP or SPHR) is strongly preferred.
Experience in healthcare or a highly regulated service industry is a significant advantage.

Responsibilities

Strategic Leadership & Business Partnership
Infrastructure, Compensation, & Benefits Design
Policy, Compliance, & Performance Management
Talent Lifecycle Management
Develop and execute a comprehensive HR strategy that supports the organization’s long-term business objectives and culture, positioning HR as an enabler, not an obstacle, to operational success.
Serve as a strategic advisor to the CEO and executive team on all matters related to organizational design, workforce planning, talent management, change management, and succession planning.
Proactively identify and manage legal risks, ensuring the company's policies, procedures, and practices are compliant with all federal, state (especially NYS regulations), and local employment laws.
Design, implement, and manage innovative and competitive compensation strategies, including base pay, merit increases, and advanced bonus and commission structures that drive high-level performance and retention.
Strategically manage all company benefits (health, dental, vision, 401k, etc.) and related insurance programs, conducting annual reviews to ensure cost effectiveness, competitiveness, and compliance.
Oversee the payroll function, ensuring accurate, compliant, and timely processing for all employees.
Design and implement comprehensive, legally defensible policies and procedures across all areas of the employee lifecycle.
Lead the annual review and update of the Employee Handbook to reflect current business practices and state/federal labor laws
Design and roll out a modern, effective performance management and review system that encourages continuous feedback, development, and accountability.
Oversee all disciplinary, grievance, and termination procedures, ensuring fairness, documentation, and compliance to minimize litigation risk.
Design scalable, structured, and compliant processes for onboarding new employees and executing professional, legally sound offboarding procedures.
Implement programs for leadership development, employee training, and career progression to build a strong internal talent pipeline.