Vice President of Human Resources

Location: Manhattan, New York, NY
Employment Type: Full-Time
Work Arrangement: Hybrid – In Office 4 Days per Week
Salary: Based on Experience

Position Overview

A healthcare organization specializing in payment integrity and clinical review solutions is seeking an accomplished Vice President of Human Resources to lead the HR function and serve as a strategic partner to senior leadership.

The organization partners with health plans and other healthcare payers nationwide to improve claims accuracy, reduce unnecessary healthcare spending, and identify opportunities for cost savings.

This is a senior leadership position with broad responsibility across employee relations, performance management, compensation, Talent Acquisition, employee engagement, compliance, HR technology, and organizational effectiveness.

The ideal candidate is a strategic HR leader who is equally comfortable advising executives, developing an HR team, and taking a hands-on approach to complex day-to-day HR matters.

Key Responsibilities HR Strategy & Executive Partnership

• Serve as a trusted strategic HR partner to senior executives and business leaders.
• Develop and execute HR strategies aligned with organizational objectives and growth.
• Advise leadership on workforce planning, organizational structure, employee performance, and talent needs.
• Provide HR leadership and guidance during periods of organizational growth and change.
• Identify opportunities to strengthen HR operations, policies, processes, and organizational effectiveness.

Employee Relations & Performance Management

• Lead complex employee relations matters and workplace investigations.
• Provide guidance to managers regarding employee performance, disciplinary matters, and workplace concerns.
• Oversee performance management programs and processes.
• Develop strategies to improve accountability, employee performance, and manager effectiveness.
• Ensure employee matters are handled consistently, professionally, and appropriately documented.

Talent Acquisition & Workforce Planning

• Oversee the organization's Talent Acquisition and recruiting operations.
• Partner with leadership to identify current and future hiring needs.
• Evaluate recruiting strategies, processes, and performance.
• Ensure the organization attracts and retains high-quality talent.
• Develop and improve onboarding and employee integration processes.
• Monitor recruiting metrics and identify opportunities to improve efficiency and hiring outcomes.

Compensation & Employee Programs

• Lead and evaluate compensation programs and practices.
• Partner with leadership on compensation planning and related workforce decisions.
• Help ensure compensation practices remain competitive, consistent, and aligned with business objectives.
• Support employee retention and recognition strategies.
• Evaluate HR programs and recommend improvements based on organizational needs and workforce data.

Employee Engagement & Organizational Effectiveness

• Develop initiatives that strengthen employee engagement, communication, and organizational culture.
• Partner with leadership to identify employee experience opportunities and organizational challenges.
• Use employee feedback and HR data to guide decisions and initiatives.
• Develop managers and HR team members to strengthen leadership capabilities throughout the organization.
• Lead organizational initiatives designed to improve effectiveness, collaboration, and employee retention.

Compliance & HR Operations

• Ensure compliance with applicable federal, state, and local employment laws and HR requirements.
• Oversee HR policies, procedures, documentation, and employment practices.
• Identify and address potential HR and employment-related risks.
• Maintain appropriate standards for confidentiality, documentation, and employee information.
• Ensure HR processes are consistent, scalable, and aligned with organizational requirements.

HR Technology & Analytics

• Evaluate and optimize HR technology, systems, and workflows.
• Identify opportunities to automate and streamline HR processes.
• Ensure HR systems provide accurate and useful workforce information.
• Develop and monitor HR metrics and reporting.
• Use workforce data to support executive decision-making and identify trends or areas requiring attention.

Team Leadership

• Lead, coach, and develop the HR team.
• Establish clear responsibilities, priorities, and performance expectations.
• Build a high-performing, responsive, and service-oriented HR function.
• Promote accountability, professional development, and strong collaboration across the team.

Qualifications

• Significant progressive Human Resources leadership experience, including experience at a senior or executive level.
• Demonstrated experience leading and developing HR teams.
• Strong experience advising senior executives and business leaders.
• Extensive experience managing complex employee relations matters and workplace investigations.
• Experience leading performance management and compensation programs.
• Strong knowledge of Talent Acquisition and recruiting operations.
• Experience developing employee engagement and organizational effectiveness initiatives.
• Strong understanding of employment law, HR compliance, policies, and employee relations best practices.
• Experience evaluating and implementing HR technology and systems.
• Strong business judgment and ability to balance employee needs with organizational objectives.
• Excellent leadership, communication, interpersonal, and problem-solving skills.
• Ability to operate strategically while remaining comfortable with hands-on execution.
• Healthcare or healthcare-services industry experience is a plus.