VP, People & Culture

Deborah Heart and Lung Center•Browns Mills, NJ

6d•Onsite

About The Position

Deborah Heart and Lung Center is seeking an accomplished, collaborative, and highly engaged human resources executive to serve as its next Vice President, People & Culture. This is an exceptional opportunity to lead the people strategy for a nationally recognized specialty healthcare organization with a distinctive mission, strong culture, and longstanding commitment to clinical excellence and an exceptional team member experience. The Vice President, People & Culture serves as Deborah’s senior human resources leader and works closely with executive leadership, physician leadership, and department leaders on the full range of workforce and organizational matters. This is a highly visible, hands-on leadership role within a lean People & Culture environment. The successful candidate must be equally comfortable operating at the strategic and tactical levels providing senior-level counsel on complex workforce and organizational matters while remaining actively engaged in the work of Human Resources. The Vice President, People & Culture will join Deborah at an important time as the organization continues to strengthen its leadership capabilities, invest in its workforce, modernize its people practices and technology, and prepare its organization and talent for the future. Position Summary The Vice President, People & Culture provides strategic and operational leadership for all aspects of the People & Culture function. As a trusted advisor to senior leadership, the Vice President will help shape workforce strategy, organizational culture, leadership effectiveness, talent, compensation, engagement, and the overall team member experience. The portfolio includes talent acquisition and workforce planning; physician recruitment and contracting; employee relations; employee engagement and culture; compensation and total rewards; leadership incentive and physician compensation programs; benefits and retirement programs; HRIS and people analytics; Employee Health; workers’ compensation; leave and accommodation administration; learning and leadership development; performance management; and HR policy, compliance, and operations. The Vice President leads a lean team of HR professionals and must bring significant functional knowledge, intellectual agility, and a willingness to remain close to the work.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related discipline
Significant, progressive Human Resources leadership experience with responsibility across multiple HR disciplines in a hospital or healthcare setting.
Broad and substantive knowledge of talent acquisition, employee relations, compensation, benefits, HRIS, employee engagement, performance management, and learning and development.
Strong knowledge of federal and state employment laws and regulatory requirements.
Demonstrated experience advising senior executives and organizational leaders on complex workforce and employment matters.
Strong business and financial acumen and experience developing HR strategies aligned with organizational objectives.
Experience using workforce data and analytics to support decision-making.
Exceptional judgment, communication, relationship-building, negotiation, and influencing skills.
Demonstrated ability to lead change while building trust and maintaining strong relationships.
Experience with physician recruitment, physician contracting, and/or physician compensation is highly desirable.
Intellectually curious, approachable, pragmatic, and responsive, with the confidence to offer an independent perspective and the judgment to understand organizational context and build consensus.
Broad HR expertise rather than experience concentrated in a single specialty and will understand how talent, compensation, benefits, engagement, development, performance, technology, employee relations, and culture work together to influence organizational performance.
Comfortable with the scale and structure of Deborah and will appreciate the opportunity to personally influence outcomes rather than relying on large teams or multiple layers of specialized resources.

Nice To Haves

An advanced degree is strongly preferred.
SPHR, SHRM-SCP, or comparable professional certification is preferred.

Responsibilities

Serve as a trusted advisor to executive, physician, and organizational leadership on workforce strategy, talent, organizational effectiveness, culture, compensation, and complex people matters.
Anticipate emerging workforce needs and risks and develop practical solutions that appropriately balance the needs of Deborah, its patients, and its team members.
Lead and develop the People & Culture team, establishing priorities and ensuring responsive, credible, and high-quality support throughout the organization.
Lead Deborah’s approach to talent acquisition, workforce planning, retention, and employment branding, with particular attention to the competitive healthcare labor market.
Partner closely with physician and executive leadership on physician and advanced practice provider recruitment and contracting, including direct involvement in the development, negotiation, renewal, and administration of physician employment agreements.
Provide leadership for Deborah’s compensation and total rewards programs, ensuring they remain competitive, equitable, financially responsible, and aligned with organizational priorities.
Provide leadership and subject-matter expertise for physician compensation, including productivity-based compensation arrangements, administrative stipends, incentives, compensation plan design, contractual provisions, and related analysis.
Champion a culture of engagement, accountability, collaboration, recognition, and excellence.
Use engagement data, workforce metrics, and team member feedback to identify opportunities and translate them into meaningful organizational action.
Serve as a senior resource for complex and sensitive employee relations matters, including performance, corrective action, workplace investigations, accommodations, leaves, organizational change, and other employment matters.
Provide counsel that balances consistency, compassion, regulatory requirements, organizational risk, and operational realities.
Provide strategic direction for learning and development, leadership development, succession planning, and performance management.
Partner with leaders to strengthen management and leadership capability and build a sustainable pipeline of talent for the future.
Ensure meaningful alignment among organizational expectations, leadership competencies, individual performance, development, recognition, and accountability.
Provide strategic oversight of HR information systems and leverage technology to improve the team member experience, streamline processes, strengthen data integrity, and support organizational decision-making.
Use workforce analytics and meaningful HR performance measures to identify trends, evaluate programs, anticipate needs, and inform strategy.
Provide oversight for Employee Health, workers’ compensation, leave administration, disability and accommodation processes, and related occupational health requirements, ensuring programs are compliant, well-coordinated, and responsive to organizational and team member needs.

Benefits

healthcare coverage for team members in regularly budgeted positions of at least 30 hours per week
generous paid time-off
401K matching contribution
tuition assistance
short and long term disability benefits
life insurance
meal discount
dependent care subsidy
adoption assistance
free parking