VP of HR

Ceresti Health

10d•Remote

About The Position

Ceresti Health is seeking a hands-on, strategic Vice President of Human Resources to build and lead its people function as the company scales. Reporting directly to the CEO and serving on the executive leadership team, this role owns the full employee lifecycle, including talent acquisition, HR operations, compensation and benefits, performance, culture, and compliance. The VP of HR will set people strategy in support of the company's growth plan and investor commitments while also executing that strategy in a lean, fully remote, multi-state organization. The role will shape an organization capable of recruiting, developing, and retaining teams across caregiver coaching, enrollment, GUIDE coordination, clinical, product, and commercial functions.

Requirements

12 or more years of progressive HR experience, including 5 or more years leading the HR function at a senior level.
Experience as the head of HR at a venture- or PE-backed company through a period of rapid growth.
Track record of building high-volume recruiting and retention programs alongside specialized and executive hiring.
Deep knowledge of multi-state employment law and experience managing a fully remote workforce.
Hands-on experience selecting and managing HRIS, ATS, payroll, PEO, and benefits vendors.
Strong business and financial acumen, with comfort presenting to a CEO and Board.
Bachelor's degree in Human Resources, Business, or a related field.

Nice To Haves

Experience in healthcare, digital health, or value-based care, including clinical or care-team workforces.
Experience supporting Medicare Advantage, payer, or provider-facing organizations.
Some public company experience.
SHRM-SCP, SPHR, or equivalent certification.
Experience with equity plans, financings, or M&A integration.

Responsibilities

Partner with the CEO and executive team to develop a people strategy aligned with company growth, the operating plan, and investor milestones.
Design organizational structure, headcount plans, and leveling frameworks that scale with the business.
Advise the CEO and leaders on organizational effectiveness, leadership development, and succession.
Report people metrics, including headcount, attrition, time-to-fill, engagement, and cost per hire, to the CEO and Board.
Build and operate a scalable recruiting engine for high-volume and specialized roles.
Own the employer brand, candidate experience, and applicant tracking system.
Manage recruiting vendors and agencies against cost and quality targets.
Develop market-competitive compensation bands, incentive plans, and equity programs in partnership with Finance.
Select and manage benefits, PEO, payroll, and HRIS vendors.
Ensure equitable and compliant pay practices across states.
Implement goal-setting, performance management, and feedback processes.
Build onboarding, training, and career development programs for a remote workforce.
Foster a mission-driven, accountable culture and improve employee engagement and retention.
Ensure compliance with federal and multi-state employment law, including wage and hour, leave, classification, and pay transparency.
Maintain HR policies, the employee handbook, and documentation; lead employee relations and investigations.
Support HIPAA workforce training and healthcare compliance requirements in partnership with Compliance.
Lead people workstreams for financings, M&A, or new business structures as the company grows.