Vice President of Human Resources (23951)

Cantex Continuing Care Network•Carrollton, TX

21d•Onsite

About The Position

The Vice President of Human Resources serves as a strategic business partner to the CEO and executive leadership team, leading all aspects of human resources for a multi-state, post-acute healthcare organization with approximately 6,000 employees across skilled nursing, hospice, home health, pharmacy, therapy, managed care, and ancillary service lines. This executive leader is responsible for transforming the HR function from a traditional service model into a strategic business driver focused on workforce optimization, leadership development, culture, compliance, employee engagement, operational excellence, and organizational growth. The VP of HR will provide enterprise-wide leadership for talent acquisition, employee relations, compensation, benefits, HR operations, compliance, organizational development, leadership training, HR technology, leave management, and workforce planning. The ideal candidate possesses deep HR experience, strong business acumen, exceptional employee relations expertise, benefits management, compensation administration and a proven track record of leading large-scale organizational change within highly regulated environments.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field.
Minimum 15 years progressive HR leadership experience.
Minimum 10 years leading multi-site healthcare HR operations.
Significant experience in: Employee relations, Compliance, Benefits management, Compensation, Organizational development, Workforce planning, Leadership coaching.

Nice To Haves

Master's degree in Human Resources, Business, Organizational Psychology, or related field.
SPHR, SHRM-SCP, or equivalent certification.
Post-acute care, long-term care, hospice, home health, or healthcare services experience.
Experience supporting workforces exceeding 5,000 employees.

Responsibilities

Serve as a trusted advisor to the CEO and executive team on all workforce and organizational matters.
Develop and execute a comprehensive HR strategy aligned with organizational objectives.
Lead workforce planning initiatives supporting growth, operational efficiency, and succession planning.
Provide executive-level guidance regarding labor strategy, cultural initiatives, leadership development, retention, and employee engagement.
Participate in strategic planning and organizational redesign initiatives.
Lead complex employee relations matters, investigations, executive-level personnel issues, and workplace conflict resolution.
Ensure compliance with all federal and state employment laws including: ADA, FMLA, PWFA, FLSA, Title VII, EEOC requirements, Wage and hour regulations.
Reduce organizational risk through effective policy administration, manager coaching, and proactive case management.
Provide executive oversight of leave management and workplace accommodation programs.
Develop enterprise recruiting strategies for clinical, operational, and corporate roles.
Improve retention, workforce stability, and leadership pipeline development.
Establish workforce analytics and predictive staffing strategies.
Create scalable onboarding and orientation programs supporting organizational culture and employee engagement.
Direct compensation philosophy, salary administration, market benchmarking, and pay practices.
Ensure internal equity and market competitiveness across all business lines.
Lead benefits strategy, vendor management, and annual benefits planning.
Advise executive leadership regarding compensation programs for senior management positions.
Lead performance management initiatives across the organization.
Create and implement leadership development programs.
Develop succession planning frameworks for critical leadership roles.
Foster a culture of accountability, communication, engagement, and continuous improvement.
Champion organizational values and culture initiatives.
Lead HR systems optimization and modernization efforts.
Develop workforce metrics and executive dashboards.
Identify opportunities for automation and operational efficiencies.
Utilize data analytics to drive strategic decision-making.
Provide executive oversight for: HR Business Partners, HR Coordinators, Talent Acquisition, Employee Relations, Compensation, Benefits Administration, Leave and Accommodation Management, HRIS and Workforce Analytics, Organizational Development, Training and Leadership Development, Compliance and Policy Administration.