Company:
Compassus
Position Summary
The Vice President, People, Engagement, and Performance is responsible for modeling the Compassus values of Compassion, Integrity, Excellence, Teamwork, and Innovation and for promoting the Compassus philosophy, using the 6 Pillars of Success as the foundation. S/he is responsible for upholding the Code of Ethical Conduct and for promoting positive working relationships within the company, among all departments, and all external stakeholders. The Vice President of People, Engagement, and Performance is a senior executive role responsible for providing strategic leadership across all facets of the People function. This role focuses on fostering a positive and high-performing workplace through effective team member relations, robust talent management strategies, and ensuring HR compliance. The VP of People, Engagement, and Performance will also act as a key business partner to organizational leaders, guiding HR initiatives that align with business objectives. Additionally, this role plays a critical part in managing HR aspects of mergers and acquisitions, labor relations, and strategies to enhance team member retention and engagement. Depending on the candidate's experience, this role may also provide strategic oversight of the organization's Total Rewards program, including compensation, benefits, and rewards strategies.
Position Specific Responsibilities
Provides thought leadership to position the People function as a strategic business partner, driving initiatives that align HR strategies with organizational goals and deliver measurable business impact.Leads a team of trusted advisors to senior leadership on all People-related matters, providing insights and recommendations that drive performance and enhance organizational effectiveness.Leverages People analytics to track key performance indicators (KPIs) related to team member performance, retention, engagement, and satisfaction, using data to inform decision-making, identify trends, and recommend improvements to existing programs/initiatives.Demonstrates authentic leadership that inspires peers, fosters a positive and collaborative work environment, and exemplifies the company’s “Care forLeads a team of HR Business Partners who proactively collaborate with leaders to deliver strategic, value-driven solutions that align with and support business objectives.Leads the design and execution of talent management strategies, including workforce planning, performance management, leadership development, and succession planning.Ensures the organization attracts, develops, and retains top talent to meet current and future business needs.Drives strategies that identify and nurture high-potential team members to prepare them for key leadership roles.Develops and implement strategies to enhance team member engagement, satisfaction, and retention.Leads initiatives such as team member surveys, feedback mechanisms, and action planning to continuously improve the team member experience.Monitors key metrics related to engagement and turnover, identifying trends and recommending actionable solutions.Oversees the development and implementation of team member relations strategies to foster a positive workplace environment, addressing team member concerns and resolving conflicts in a fair and consistent manner.Guides labor relations strategies, including investigations, contract negotiations, grievance resolution, and union engagement.Ensures adherence to collective bargaining agreements while maintaining a positive working relationship with union representatives.Ensures policies, procedures, and practices comply with all applicable employment laws and regulations, conducting regular audits to maintain compliance and minimize legal risk to the organization.Takes a proactive approach to identifying and addressing people-related challenges, including team member engagement, organizational culture, and performance issues.Implements HR best practices and interventions that help prevent and resolve issues before they escalate, ensuring a positive and productive workplace.Continuously evaluates and improves people practices, ensuring they are aligned with business needs and industry trends.Collaborates with People Integration team to perform due diligence and integration efforts during mergers and acquisitions, ensuring smooth transitions and alignment with organizational culture.Builds and leads a high-performing and innovative team.Serves as a trusted coach and advisor to leaders across the organization, guiding them in navigating all people-related matters effectively.Leads by influence to inspire and align stakeholders at all levels, driving engagement and commitment to shared goals without direct authority.Demonstrates authentic leadership by embodying the organizational culture, serving as a visible and trusted spokesperson for the People team, and advocating for the needs and voices of all team members.Provides mentorship and guidance to peers within the People team, fostering a unified and strategic approach to HR initiatives and solutions.
Education and/or Experience
Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.Ten (10) plus years of progressive HR leadership experience, with a strong background in team member relations, talent management, and HR compliance.Demonstrated success in leading HR aspects of mergers and acquisitions.Proven expertise in labor relations, including contract negotiation and conflict resolution.Track record of developing and implementing successful team member retention and engagement strategies.Experience with Total Rewards strategy and implementation is desirable but not required.Healthcare industry experience is desirable but not required.
Skills
Mathematical Skills: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percentage.Language Skills: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from leaders, team members, investors, and external parties. Strong written and verbal communications.Other Skills and Abilities: Ability to understand, read, write, and speak English. Articulates and embraces hospice philosophy.
Physical Demands and Work Environment: The demands of this role necessitate a team member to effectively perform essential functions. Adaptations can be made to accommodate team members with disabilities. Regular standing, walking, and manual dexterity are fundamental, along with the ability to lift and move objects up to 25 pounds. Visual acuity requirements include close and distance vision, color and peripheral vision, depth perception, and the ability to adjust focus. This description provides a general overview and may vary by role and department, capturing the nuanced demands and conditions inherent to positions in our organization.
At Compassus, including all Compassus affiliates, diversity, equity, and inclusion are fundamental to our Pillars of Success. We are committed to creating a fair work environment where our team members feel welcomed, highly valued, and respected. As an equal opportunity employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.