VP, Human Resources (Project Management)

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Time Type:

Full time

Department:

Human Resources

All Locations:

300 Ocean Avenue – Revere

Position Summary:

The Vice President of Human Resources will serve as a strategic leader, providing vision and direction for the development and execution of human resources initiatives aligned with the health center's mission and organizational goals. This role will oversee a broad range of HR functions including talent acquisition and retention, compensation strategy, leadership and management development, HR systems, employee relations and engagement, and benefits administration.

In addition to leading core HR functions, the VP of HR will serve as a key member of the senior leadership team with responsibilities that include:

• Participating in shared senior management duties, including serving as Administrator on Call (24-hour rotation)
• Overseeing staff-related compliance and security matters
• Ensuring readiness for Joint Commission and CMS reviews
• Acting as the primary liaison with external employment law counsel

• Provide strategic leadership in the identification, development, and execution of comprehensive human resources initiatives that support the organization's business goals. Partner with the leadership team to shape and evolve the organizational culture, with a focus on enhancing outcomes, elevating customer service, and driving cost-effective practices.

• Ensure that human resources policies and practices align with the organization's mission and comply with all applicable federal, state, and local laws and regulations.

• Develop and manage a strategic workforce planning process to ensure strong leadership succession and a steady pipeline of high-performing talent. This includes identifying key roles, assessing future skill needs, and partnering with leaders to support recruitment, retention, and employee development efforts.

• Manage all employee-related legal or “third party” issues.

• Provide guidance and support to managers and staff by setting clear expectations, offering regular feedback, and promoting collaboration to ensure effective and efficient departmental operations.

• Oversee the selection, training, development, and performance evaluation of HR team members, ensuring all personnel actions align with organizational values and human resources policies.

• Develop, implement, and maintain the annual operating budget, ensuring that operations are managed within the established guidelines.

• Lead employee communications through email, The Beat, and other notification channels, ensuring timely updates on Health Center events, news, requirements, and key announcements.

• Promote a sense of teamwork through demonstration of self-direction and self-motivation. Solving problems independently or knowing when to seek consultation.

• Displays outstanding customer service skills when interacting with all NeighborHealth customers according to the ACE model.

• Adheres to all NeighborHealth and departmental policies and procedures.

• Participate in required departmental activities and meetings.

• Maintains and enforces confidentiality protocols for all patient and employee information.

• Promotes and adheres to organizational safety policies and procedures, including workplace, fire, electrical, and ergonomic safety.

• Recruitment and Retention:

• Collaborate closely with the Medical Staff Office to capture all vacancies and support in efforts.

• Magnify online and internal search methods, promote company perks for candidates and staff.

• Oversee referral and sign-on bonuses, other variable pays options

• Employee Benefits:

• Lead the selection and recommendation of employee benefits programs, ensuring alignment with organizational goals and employee needs.

• Oversee the ongoing maintenance and optimization of benefits offerings to ensure competitiveness and compliance.

• Manage effective employee communication regarding benefits, ensuring clarity and accessibility of information.

• Ensure compliance with regulatory requirements, including timely Department of Labor filings and Commonwealth of Massachusetts reporting.

• Wage and Salary:

• Implement a market-driven, broad banding approach to compensation that ensures competitive pay practices and alignment with industry standards.

• Conduct regular market analysis to ensure internal pay equity and external competitiveness, while maintaining a focus on total rewards to support employee satisfaction and retention.

• Ensure compliance with FLSA regulations and other applicable labor laws.

• Foster transparency by clearly communicating compensation structures and policies to staff, promoting understanding and trust in the organization's pay practices.

• Employee Relations/Performance Management:

• Oversee the employee termination process, ensuring consistency, compliance, and sensitivity.

• Manage disciplinary actions as needed.

• Conduct core competency reviews.

• Prepare and present an annual report to the Board of Directors.

• Collaborates with the leadership team to review plans and execute all Reduction in Force procedures.

• Compliance:

• Serve as a strategic partner in all aspects of labor relations, including union activity, contract negotiations, and grievance resolution.

• Ensure compliance with all employee health requirements, including vaccinations, screenings, and medical clearances.

• Oversee Workers' Compensation and OSHA reporting, ensuring timely and accurate submission of all required documentation.

• Review and enforce compliance with health-related requirements for volunteers and students.

• Ensure organizational adherence to all applicable regulations and standards, including Joint Commission, CMS PACE Program, HRSA Section 330, etc.

• Training/Volunteer & Student Services:

• Oversee mandatory, elective, and bi-monthly employee orientations.

• Provide leadership training on customer service, mission, policies, and organizational culture.

• Advise ETI group management to maintain training and provide top-tier support to staff.

• Re-establish and lead the Diversity Working Group.

• Provide advice and suggestions related to volunteer experiences.

• Employee Engagement & Organizational Development

• Lead the planning, execution, and communication of the annual employee engagement survey in partnership with the Leadership Team.

• Analyze survey results to identify key themes and opportunities for improvement across the organization.

• Develop and implement company-wide goals and action plans in response to survey findings, drive accountability and continuous improvement

EDUCATION: Bachelor's degree in Human Resources, Business Administration, or a related field

EXPERIENCE: A minimum of ten years of senior management experience in an organization with a large, diverse workforce. Experience in the health care industry is preferred.

SKILLS/ABILITIES: Exceptional written, verbal, and presentation skills; proven ability to lead, influence, and motivate teams. Strategic, creative thinker with strong judgment and adaptability in dynamic environments.