Vice President of Human Resources

E.N.T. Specialty Partners•Irving, TX

9d•Remote

About The Position

ENT Specialty Partners (ESP) provides unparalleled strategic, financial, and operational support to partnering ear, nose, and throat practices. We collaborate with clinics that provide a wide range of services in otolaryngology - head and neck surgery, audiology, allergy, facial plastic surgery, pulmonology, and physical therapy. Guided by excellence, service, principles, and innovation, ESP aims to become the foremost provider of ENT services in the country. Our dynamic team prioritizes people and fosters a collaborative community of healthcare professionals delivering exceptional employee and patient care. About the Role: The Vice President of Human Resources serves as a key member of the executive leadership team and a trusted partner to physician leadership. This role shapes the enterprise people strategy to support growth, strengthen culture, and ensure the organization attracts, develops, and retains exceptional talent. As the senior leader of the Human Resources Department they are responsible for human capital strategy and governance, executive guidance on organizational design, workforce planning, leadership development, and enterprise risk. The role champions the company’s values and cultivates a culture of accountability, engagement, and high performance while ensuring people practices support both operational excellence and long-term success. This position focuses on strategic leadership and executive partnership rather than day to day HR operations. Success in this role requires strong business acumen, and a commitment to building a values driven organization where leaders and teams can thrive.

Requirements

Bachelor’s degree in human resources, Organizational Development, Business, or a related field.
10+ years of progressive HR leadership experience including executive level responsibility.
Experience partnering with executive leaders.
Proven ability to align HR strategy with business growth and organizational goals
Expertise in employment law, enterprise risk management, and HR governance.
Proven success leading organizational change and workforce transformation.
Experience operating within a high-growth organization.

Nice To Haves

Experience working in a multi-site, growth-oriented, or MSO environment.
Experience supporting acquisitions or integrations.
Familiarity with learning management systems, digital training tools, or AI-based learning platforms.
Experience in healthcare or highly regulated environments.

Responsibilities

Strategic Leadership Guide organizational design, workforce planning, and long-term talent strategy.
Lead integration strategy and physician facing HR engagement efforts.
Oversee succession planning and leadership readiness for critical roles.
Lead, develop, and mentor a high-performing HR team.
Culture & Engagement Champion and model the company’s core values, ensuring they are embedded in leadership behaviors, decision making, and the employee experience.
Equip and coach leaders to build aligned, accountable, and high performing teams that reflect organizational values.
Talent & Workforce Design and execute talent acquisition and retention strategies.
Oversee performance management systems that drive accountability and growth.
Champion learning and development initiatives across the organization.
HR Operations & Compliance Provide executive oversight of HR operations, systems, and compliance infrastructure to ensure the function scales with organizational growth.
Ensure compliance with federal, state, and local employment laws and regulations, and oversee policies, handbook development, and HR governance practices.
Oversee HRIS, payroll, and benefits administration to ensure data integrity, regulatory compliance, and operational efficiency.
Establish metrics and dashboards that provide clear visibility into people performance and trends to support informed decision making.
Compensation, Incentives & Total Rewards Lead the enterprise total rewards strategy, including salary structures, incentive plans, bonus programs, and commission frameworks that drive performance and support organizational goals.
Ensure compensation practices are equitable, market competitive, and aligned with the organization’s talent philosophy and growth strategy.
Oversee benefits strategy to optimize value, support employee wellbeing, and strengthen retention and engagement.
As with any dynamic setting, responsibilities may evolve to meet the changing needs of the organization and support overall team success.