Vice President of Human Resources

Momentum Behavior Services•Chicago, IL

About The Position

The Vice President of Human Resources will lead the company’s human resources strategy in alignment with organizational growth, operational needs, and company culture. This role serves as the senior HR advisor to executive leadership on workforce planning, organizational design, performance support, engagement, retention, compliance risk, and leadership development. The VP will build scalable HR infrastructure to support current operations and future growth across multiple states, partnering cross-functionally with Operations, Finance, Compliance, Talent Acquisition, and executive leadership. This position will also lead change management efforts tied to company growth, structure changes, integrations, and operational standardization. Additionally, the VP will lead, develop, and hold accountable the HR team across HR generalists, onboarding, credentialing-related workflows, and people operations, establishing clear expectations, role clarity, workflows, service standards, and accountability measures. The role ensures HR practices remain compliant with federal, state, and local employment laws, oversees employee relations, investigations, corrective actions, leaves, accommodations, and separations, and builds scalable processes for onboarding, offboarding, status changes, compliance tracking, licensure-related coordination, and records management. The VP will own the strategy and optimization of complex HRIS platforms, build dashboards and reporting for executive visibility, and lead enterprise retention and engagement strategy using data and trend analysis. This role also leads the HR workstream for acquisitions, integrations, and denovo expansion, supporting integration planning, organizational transitions, policy harmonization, systems migration, and communication planning.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or related field.
8+ years of progressive HR experience, with significant senior leadership responsibility.
5+ years leading HR teams and managers in a multi-site and/or multi-state environment.
Strong working knowledge of federal and state employment laws and HR compliance requirements.
Demonstrated experience leading distributed HR support across different states and locations.
Deep experience in employee relations, investigations, performance support, leaves, onboarding, and people operations.
High level of expertise with complex HRIS systems, preferably Rippling.
Proven ability to build dashboards, analyze workforce data, and translate insights into strategic decisions around retention, engagement, and organizational effectiveness.
Experience building or improving scalable HR systems, workflows, and operating rhythms.
Strong executive presence, judgment, and communication skills.

Nice To Haves

ABA experience highly preferred.
Experience in behavioral health, healthcare, or another multi-site, regulated service environment.
Experience supporting integrations, acquisitions, and de novo growth.
Experience leading teams that include HR generalists, onboarding, credentialing support, and people operations.
Experience in high-growth and fast-changing environments.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Lead the company’s human resources strategy in alignment with organizational growth, operational needs, and company culture.
Serve as the senior HR advisor to executive leadership on workforce planning, organizational design, performance support, engagement, retention, compliance risk, and leadership development.
Build scalable HR infrastructure that supports both current operations and future growth across multiple states.
Partner cross-functionally with Operations, Finance, Compliance, Talent Acquisition, and executive leadership to ensure people strategy supports business strategy.
Lead change management efforts tied to company growth, structure changes, integrations, and operational standardization.
Lead, develop, and hold accountable the HR team across HR generalists, onboarding, credentialing-related workflows, and people operations.
Establish clear expectations, role clarity, workflows, service standards, and accountability measures for the HR function.
Build team capacity and structure to support a distributed, multi-state workforce.
Coach managers and leaders on employee relations, performance management, policy application, investigations, and documentation.
Create a strong internal service model that balances responsiveness, consistency, compliance, and operational practicality.
Ensure HR practices remain compliant with federal, state, and local employment laws across all operating states.
Maintain and continuously improve policies, procedures, documentation standards, and audit readiness.
Oversee employee relations matters, investigations, corrective actions, leaves, accommodations, and separations in partnership with leadership and legal counsel as needed.
Build scalable processes for onboarding, offboarding, status changes, compliance tracking, licensure-related coordination, and records management.
Ensure HR systems and workflows support confidentiality, documentation accuracy, and operational reliability.
Own the strategy and optimization of complex HRIS platforms, with high-level expertise in systems such as Rippling strongly preferred.
Ensure HR systems are configured to support reporting, workflows, approvals, documentation, onboarding, compliance tracking, and employee lifecycle management.
Partner with systems and operational leaders to improve automation, visibility, and workflow efficiency across HR processes.
Build dashboards and reporting that provide executive visibility into retention, turnover, engagement, onboarding progress, compliance risk, staffing trends, and organizational health.
Use workforce data and trend analysis to make strategic recommendations and drive measurable decisions around retention, engagement, structure, and team effectiveness.
Lead enterprise retention and engagement strategy using data, trend analysis, and field partnership.
Identify turnover patterns, root causes, and organizational pressure points, then implement scalable solutions.
Partner with leaders to improve the employee experience from onboarding through development and retention.
Develop and monitor key people metrics by region, department, and leader.
Strengthen manager capability in communication, accountability, culture-building, and employee support.
Lead the HR workstream for acquisitions, integrations, and denovo expansion.
Support integration planning, organizational transitions, policy harmonization, systems migration, and communication planning.
Build HR playbooks and transition frameworks that allow new teams, markets, or acquired organizations to adopt MBS standards quickly and effectively.
Partner with operations and growth leaders to ensure new locations launch with strong onboarding, compliant hiring processes, documentation systems, and people support.