VP of Human Resources

The Vice President of Human Resources (VP, HR) is a key member of the Executive Leadership Team and serves as the organization’s senior leader for workforce strategy and organizational effectiveness. This role provides enterprise-wide leadership for all people-related functions, ensuring that workforce strategy, culture, and talent practices are fully aligned with Treasure Coast Hospice’s mission, values, regulatory requirements, and long-term strategic goals.

The VP, HR partners closely with the CEO and the Leadership Team to design and execute strategies related to workforce planning, talent acquisition and retention, leadership development, compensation and benefits, employee relations, and organizational effectiveness. The role ensures compliance with all applicable federal, state, and local employment laws and fosters a culture of engagement, accountability, and continuous improvement.

KEY RESPONSIBILITIES

Strategic Leadership & Executive Partnership

•          Serve as the principal advisor to the CEO and Executive Team on all workforce strategy, organizational development, and people leadership matters.

•          Develop and execute a comprehensive workforce strategy aligned with organizational growth, quality outcomes, compliance requirements, and financial sustainability.

•          Provide executive-level consultation and coaching to leaders on employee relations, leadership effectiveness, change management, and organizational culture.

•          Participate in enterprise strategic planning, ensuring workforce implications are incorporated into growth, restructuring, and integration initiatives.

Talent Acquisition, Retention & Development

•          Design and oversee recruiting and retention strategies that attract, develop, and retain high-performing talent across clinical, operational, and leadership roles.

•          Lead succession planning and leadership development initiatives to ensure continuity and bench strength for critical positions.

•          Champion employee engagement strategies that support retention, performance, and alignment with organizational values and behaviors.

Compensation, Benefits & Workforce Analytics

•          Evaluate, design, and recommend competitive and fiscally responsible compensation and benefits programs aligned with market trends and organizational goals.

•          Leverage workforce data and analytics to inform decisions related to staffing models, turnover, productivity, and employee engagement.

Employee Relations & Culture

•          Promote and sustain a culture of integrity, respect, accountability, inclusion, and psychological safety.

•          Provide oversight and guidance on complex employee relations matters, investigations, and conflict resolution.

•          Ensure consistent, fair, and legally compliant application of HR policies and employment practices across the organization.

Compliance, Risk & Governance

•          Ensure organizational compliance with all federal, state, and local employment laws and regulations.

•          Maintain current knowledge of employment law, healthcare workforce trends, and regulatory standards.

•          Partner with legal counsel on complex employment-related matters.

•          Serve as an active member of the organization’s Compliance Committee and support the corporate compliance program.

•          Monitor and respond to internal and external audits related to human resources and workforce practices.

Operational Oversight

•          Provide leadership and direction to the Human Resources department, including talent acquisition, HR operations, benefits administration, training, and engagement.

•          Develop, implement, and maintain HR policies, procedures, and systems that support operational excellence and regulatory compliance.

•          Oversee HRIS functionality and optimization; experience with ADP preferred.

QUALIFICATIONS

•          Master’s degree preferred in Human Resources, Healthcare Administration, Organizational Leadership, or a related field.

•          Minimum of ten (10) years of progressive human resources leadership experience, including senior or executive-level responsibility.

•          Demonstrated success leading organizations through growth, change, or complex workforce challenges.

•          Strong executive communication, consultation, and conflict-resolution skills.

•          SHRM-SCP or SPHR required.

•          Proficiency with Microsoft Office Suite and Human Resources Information Systems (HRIS); ADP preferred.

CORE COMPETENCIES

•          Business Acumen

•          Strategic Leadership & Navigation

•          Ethical Practice

•          Communication & Consultation

•          Critical Evaluation & Decision-Making

•          Relationship Management

•          Cultural Awareness & Inclusion

•          Human Resources Expertise

MEASURES OF SUCCESS

•          Workforce stability, engagement, and retention trends

•          Leadership development and succession readiness

•          Compliance and audit outcomes

•          Effectiveness of recruiting and onboarding processes

•          Alignment of workforce strategy with organizational goals and growth

OSHA CATEGORY

This position is classified as Category I (minimal exposure to blood and body fluids) and Category III.

WORKING CONDITIONS

• This is a primarily sedentary executive role requiring extensive computer use, data analysis, and reading. The position may include standing, walking, lifting up to 50 pounds, and participation in emergency or disaster response activities as required.

EEO/Drug Free Workplace