Vice President, People Solutions

• Own the HR business partner organization supporting 970+ locations across 43 states and home office functions, structured around three regional field organizations (West, North, East), each led by a Regional HR Director accountable for field HR generalist coverage, a proactive support model, service standards, and an escalation framework.
• Establish the operating rhythm between HR and business leadership, including workforce and labor planning, talent reviews, and engagement action planning aligned to the operating calendar.
• Advise executive and field leadership on organizational structure, role design, talent planning, and leadership team effectiveness.
• Support integration of acquired hospitals, including leadership assessment, role mapping, retention planning, and transition to the Mission operating model.
• Own the New Employee Support Team, delivering a tiered onboarding model — concierge support for DVMs and hospital managers, self-service for all other roles — and extending the same integration playbook to onboard newly acquired hospitals onto Mission systems, policies, and benefits.

• Own the enterprise talent management system, including performance management, calibration, talent review, succession planning, and career pathing across clinical and non-clinical tracks.
• Lead talent review and succession planning for the critical roles, producing a documented view of bench strength, key person risk, and readiness.
• Build career architecture for hospital roles, including the credentialed technician ladder, hospital manager progression, and pathways from clinical roles into leadership.
• Partner with the VP, Learning & Development, to prioritize and resource leadership development for people leaders enterprise-wide, translating talent review and succession insights into development priorities, with particular emphasis on first-time hospital leaders.

• Establish an organizational design practice addressing spans and layers, role clarity, decision rights, and structural options analysis for reorganizations and integration activity.
• Lead workforce planning with Finance and Operations, including veterinarian and technician capacity modeling, labor cost management, and staffing model design.
• Direct change management for enterprise people initiatives, including communication planning, manager enablement, and adoption measurement.
• Own the employee listening strategy and the accountability framework for leader action planning, and deliver the people analytics narrative connecting turnover, engagement, internal mobility, and span of control to operational and financial outcomes.

• Partner with Total Rewards on job architecture, leveling, consistent application of compensation structures, and incentive design for hospital and field leadership roles.
• Partner with Legal and HR Operations on employment policy development and communication, ensuring practical application across a multi-state, multi-site clinical environment.

QUALIFICATIONS REQUIRED

• Ability to travel at approximately 25% to hospitals, field meetings, and the home office
• Ten or more years of progressive human resources experience, including five or more years leading HR teams in a multi-site, distributed workforce environment.

Preferred