Head of HR

Accountabilities

The Head of HR will lead the organization's people strategy and oversee the full spectrum of human resources operations, ensuring that HR practices support business growth, regulatory compliance, and a strong workplace culture. Key responsibilities include:

Champion the organization's purpose, mission, and values, fostering a people-first culture while supporting sustainable organizational growth.

Build relationships with hospital teams and leaders through in-person visits during the first three months, maintaining regular engagement thereafter.

Oversee employee relations, workplace investigations, corrective actions, disciplinary processes, and terminations in collaboration with external employment counsel.

Lead the 2027 merit and bonus cycle and develop structured compensation frameworks, including pay bands, job levels, and veterinarian compensation models.

Define and manage the benefits strategy, including the first year of the self-funded health plan, pharmacy programs, 401(k), and overall benefits administration.

Ensure compliance with employment laws and regulations across 18 states, including requirements related to leave, accommodations, workers' compensation, OSHA, and professional license tracking.

Establish a practical, risk-based compliance program in partnership with Operations, oversee mandatory training and documentation, and manage relationships with external legal counsel.

Lead recruitment for key positions across the remote support team and leadership organization, including executive searches and coordination with external recruiters.

Equip hospital leaders with clear guidance and practical tools for managing performance, employee discipline, and everyday people-related decisions.

Drive employee engagement initiatives, interpret and act on survey results, and collaborate with Partner Success on onboarding, training, and professional development.

Partner with Operations to ensure new hospitals have the appropriate HR policies, processes, and infrastructure in place before opening.

Lead, coach, and develop the HR team, including an HR Generalist and a Payroll and Benefits Administration Manager.

Oversee the HRIS environment, including Paycom as the system of record, and manage the HR department budget.

Requirements

The ideal candidate will bring extensive HR leadership experience, strong employment relations expertise, and the ability to build scalable people practices in a growing, multi-location organization. They should be equally comfortable managing complex strategic initiatives and addressing hands-on operational needs.

Bachelor's degree in any field.

At least 10 years of progressive experience in human resources, employment law, or a related leadership area, including responsibility for HR within a growing organization.

Experience supporting clinicians or other licensed professionals.

Demonstrated experience leading HR for a large hourly workforce.

Proven ability to build HR capabilities and processes in a fast-growing organization while remaining hands-on and leading a team.

Strong experience managing complex employee relations matters, workplace investigations, and sensitive personnel decisions.

Knowledge of multi-state employment requirements and experience supporting expansion into new states.

Experience managing a multi-site, customer-facing workforce; healthcare or veterinary experience is an advantage.

Strong knowledge of compensation and benefits strategy, including incentive-based or production-based pay models and self-funded health plans.

Ability to lead through influence, communicate difficult decisions clearly, and build trust and alignment with stakeholders.

Strong analytical skills, sound judgment, and the ability to navigate complex employment and organizational issues.

Experience with Paycom or a comparable HR and payroll management system.

A legal, compliance, or employment law background is an advantage.

SHRM-SCP or SPHR certification is a plus.

Commitment to people-first leadership and the ability to translate organizational values into meaningful employee experiences.

Ability to work remotely, communicate effectively through digital and telephone channels, and travel approximately 10% of the time to hospitals and team meetings. Travel may be more frequent during the first three months.

Ability to perform desk-based and computer work for extended periods, occasionally lift up to 15 pounds, and work in environments where animals, noise, and clinical activities may be present during hospital visits.

Benefits

Base salary: $170,000–$200,000, depending on experience and location.

Annual bonus eligibility based on performance and results.

Medical insurance: Two plan options, including an HSA-eligible plan with a company contribution.

401(k) with company match to support long-term financial planning.

Short-term disability insurance fully covered by the company.

Company-provided life insurance.

Paid time off and paid holidays to support work-life balance.

Remote work flexibility, with travel for hospital visits and team meetings.

Paid maternity leave.

Employee Assistance Program (EAP) providing confidential support.

HR development budget for certifications, conferences, and continuing education.

Voluntary benefits: Dental, vision, long-term disability, and additional coverage options.