Vice President of People Services

SUMMARY

The Vice President, People Services is a senior executive leader responsible for designing and executing the people strategy in support of the organization. This role serves as a strategic partner to the executive leadership team, owning all core HR functions including culture and employee engagement, employee relations, compliance, talent acquisition, compensation and benefits, organizational development, and HR operations. The Vice President, People Services builds scalable systems and policies appropriate for the growing organization while balancing strategic vision with hands-on execution. This role requires deep knowledge in developing first class culture, best practices, and organizational engagement along with the ability to navigate complex situations with sound judgment and professionalism.

WORK LOCATION: Texas

WORK HOURS: Monday - Friday; 8:30 a.m. - 5:00 p.m. and additional hours as needed.

ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES

• Strategic Leadership. As a member of the Executive Leadership Team, participates in the development of the strategic goals and direction of the organization. Develops and executes strategic initiatives and operational plans to meet the goals of the organization. Supports future growth initiatives including integration and organizational scaling. Balances workforce needs, operational efficiency, and quality outcomes within budgetary parameters. Applies performance metrics to guide operational and strategic decision-making.

• Culture and Employee Engagement. Core to this role is to strengthen employee engagement, trust, communication and retention initiatives. Champion, define and operationalize the organization's culture and core values across all levels of the organization in addition to leading employee engagement strategy that will, encompass, but not limited to, surveys, feedback, and action planning. Partner with leadership to strengthen the effectiveness of organization leaders and team cohesion while leading recognition, inclusion, diversity and equity programs that reinforce a positive, high-performance culture. Oversee employee experience touchpoints from recruiting and onboarding through offboarding.

• Team Development and Leadership. Leads, mentors, and coaches leaders across the organization and within the People Services department. Fosters a culture of empathy, accountability, innovation, and high performance. Oversees talent development, workforce planning, and succession strategies for the people services function and ensures that staff education, competencies, and training programs support excellence and compliance. Leads the organization's performance management strategy and processes, ensuring performance expectations, feedback, and development practices are consistently applied and aligned with organizational goals. Promotes professional growth and staff resilience in high-acuity environments.

• Compensation & Benefits, Recruiting & Talent Acquisition. Oversees the design and administration of competitive and equitable compensation structures aligned to market benchmarks and budget while ensuring compensation practices comply with pay transparency and equal pay regulations. Oversees benefits strategy ensuring a competitive benefits offering commensurate with market while exercising financial stewardship to secure a balanced offering. Oversees talent acquisition strategy to support workforce growth and business goals, builds scalable recruiting processes and candidate experience standards. Partners with department leaders on workforce planning while ensuring appropriate systems are in place for scheduling and related timekeeping.

• Compliance and Employee Relations. Oversees HR policy governance and compliance initiatives, ensuring employment practices remain aligned with applicable laws, regulations, and organizational requirements. Partners closely with General Counsel on employment matters, litigation, regulatory changes, and emerging workforce risks. Provides oversight of people-related risk management and works collaboratively with executive leadership, Compliance, and General Counsel to identify risks and develop appropriate mitigation strategies. Monitors employee sentiment and proactively addresses risk areas while ensuring fair, consistent, and legally sound handling of all employee relations matters.

• Other. Implements and maintains HRIS systems to ensure data accuracy and system performance. Performs other job-related duties as assigned that are consistent with the purpose of the role.