vice president of human resources

Vaco by Highspring

<div>
 
 Vice President, Human Resources
 
 
 
 Position Summary
 
 
 The Vice President of Human Resources provides executive leadership for all people-related functions across the organization. This role ensures that human capital strategies align with organizational goals, values, and regulatory requirements while fostering a high-performing, inclusive, and compliant workplace. The VP serves as a strategic advisor to senior leadership and champions a culture that supports employee engagement, development, and organizational effectiveness.
 
 
 
 Key Responsibilities
 
 <ul>
 <li>
 Provide strategic leadership and oversight of all human resources functions, including talent acquisition, compensation and benefits, employee relations, performance management, learning and development, and regulatory compliance.
 </li>
 <li>
 Partner with executive leadership to integrate people strategies into organizational planning, translating business objectives into actionable HR initiatives.
 </li>
 <li>
 Design and implement workforce planning and talent strategies to attract, develop, and retain top talent at all levels of the organization.
 </li>
 <li>
 Oversee the development and administration of competitive compensation and benefits programs that support employee well-being, motivation, and long-term organizational sustainability.
 </li>
 <li>
 Ensure organizational compliance with applicable federal, state, and local employment laws, accreditation standards, and reporting requirements; serve as a key liaison with legal and regulatory entities as needed.
 </li>
 <li>
 Promote and strengthen organizational culture through effective HR policies, employee engagement initiatives, training programs, career development opportunities, and fair employee relations practices.
 </li>
 <li>
 Leverage HR metrics and data analytics to assess program effectiveness, inform decision-making, and drive continuous improvement across people operations.
 
 </li>
 </ul>
 
 Education and Professional Experience
 
 <ul>
 <li>
 Master's degree preferred
 </li>
 <li>
 Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) strongly preferred.
 </li>
 <li>
 Minimum of 10-15 years of progressive HR experience, including 7-10 years in a senior or executive-level leadership role overseeing the HR function.
 </li>
 </ul>
 
 Skills, and Abilities
 
 <ul>
 <li>
 Strong proficiency with Microsoft Office applications, HRIS platforms, and related HR technologies
 </li>
 <li>
 Exceptional communication, interpersonal, consultation, and coaching skills, with the ability to influence and collaborate effectively across all organizational levels.
 </li>
 <li>
 Demonstrated strengths in strategic thinking, data analysis, project management, and problem-solving.
 </li>
 <li>
 Proven ability to build trust, gain buy-in, and lead change in complex organizational environments.
 </li>
 <li>
 Strong customer- and employee-centered mindset, with a commitment to fostering an inclusive, participative, and respectful workplace culture.
 </li>
 </ul>
</div>

Vice President of Human Resources

ENT Specialty Partners

<div><div><div>**MUST RESIDE IN TEXAS WITH A STRONG PREFERENCE FOR DALLAS FORT WORTH AREA**</div></div>
About Us:
ENT Specialty Partners (ESP) provides unparalleled strategic, financial, and operational support to partnering ear, nose, and throat practices. We collaborate with clinics that provide a wide range of services in otolaryngology - head and neck surgery, audiology, allergy, facial plastic surgery, pulmonology, and physical therapy. Guided by excellence, service, principles, and innovation, ESP aims to become the foremost provider of ENT services in the country. Our dynamic team prioritizes people and fosters a collaborative community of healthcare professionals delivering exceptional employee and patient care.
About the Role:
The Vice President of Human Resources serves as a key member of the executive leadership team and a trusted partner to physician leadership. This role shapes the enterprise people strategy to support growth, strengthen culture, and ensure the organization attracts, develops, and retains exceptional talent.
As the senior leader of the Human Resources Department they are responsible for human capital strategy and governance, executive guidance on organizational design, workforce planning, leadership development, and enterprise risk. The role champions the company&rsquo;s values and cultivates a culture of accountability, engagement, and high performance while ensuring people practices support both operational excellence and long-term success.
This position focuses on strategic leadership and executive partnership rather than day to day HR operations. Success in this role requires strong business acumen, and a commitment to building a values driven organization where leaders and teams can thrive.
What You&rsquo;ll Do:
Strategic Leadership<ul><li>
Guide organizational design, workforce planning, and long-term talent strategy.</li><li>
Lead integration strategy and physician facing HR engagement efforts.</li><li>
Oversee succession planning and leadership readiness for critical roles.</li><li>
Lead, develop, and mentor a high-performing HR team.</li></ul>
Culture &amp; Engagement<ul><li>
Champion and model the company&rsquo;s core values, ensuring they are embedded in leadership behaviors, decision making, and the employee experience.</li><li>
Equip and coach leaders to build aligned, accountable, and high performing teams that reflect organizational values.</li></ul>
Talent &amp; Workforce<ul><li>
Design and execute talent acquisition and retention strategies.</li><li>
Oversee performance management systems that drive accountability and growth.</li><li>
Champion learning and development initiatives across the organization.</li></ul>
HR Operations &amp; Compliance<ul><li>
Provide executive oversight of HR operations, systems, and compliance infrastructure to ensure the function scales with organizational growth.</li><li>
Ensure compliance with federal, state, and local employment laws and regulations, and oversee policies, handbook development, and HR governance practices.</li><li>
Oversee HRIS, payroll, and benefits administration to ensure data integrity, regulatory compliance, and operational efficiency.</li><li>
Establish metrics and dashboards that provide clear visibility into people performance and trends to support informed decision making.</li></ul>
Compensation, Incentives &amp; Total Rewards<ul><li>
Lead the enterprise total rewards strategy, including salary structures, incentive plans, bonus programs, and commission frameworks that drive performance and support organizational goals.</li><li>
Ensure compensation practices are equitable, market competitive, and aligned with the organization&rsquo;s talent philosophy and growth strategy.</li><li>
Oversee benefits strategy to optimize value, support employee wellbeing, and strengthen retention and engagement.</li></ul>
As with any dynamic setting, responsibilities may evolve to meet the changing needs of the organization and support overall team success.
Qualifications &amp; Requirements:
Required<ul><li>
Bachelor&rsquo;s degree in human resources, Organizational Development, Business, or a related field.</li><li>
10+ years of progressive HR leadership experience including executive level responsibility.</li><li>
Experience partnering with executive leaders.</li><li>
Proven ability to align HR strategy with business growth and organizational goals</li><li>
Expertise in employment law, enterprise risk management, and HR governance.</li><li>
Proven success leading organizational change and workforce transformation.</li><li>
Experience operating within a high-growth organization.</li></ul>
Preferred<ul><li>
Experience working in a multi-site, growth-oriented, or MSO environment.</li><li>
Experience supporting acquisitions or integrations.</li><li>
Familiarity with learning management systems, digital training tools, or AI-based learning platforms.</li><li>
Experience in healthcare or highly regulated environments.</li></ul>
Core Competences:<ul><li>
Executive presence and strategic influence.</li><li>
Goal-centered mindset with strong focus on results and accountability.</li><li>
Organizational design and workforce planning expertise.</li><li>
Enterprise risk and compliance leadership.</li><li>
Physician and executive partnership effectiveness.</li><li>
Data driven decision making and analytics fluency.</li><li>
Change leadership and culture shaping.</li></ul>
Work Environment &amp; Physical Expectations:<ul><li>
Hybrid work environment with occasional travel as needed.</li><li>
Monday&ndash;Friday daytime schedule; flexibility required based on project timelines.</li><li>
Requires sustained focus, analytical thinking, and structured problem-solving.</li><li>
Involves independent work as well as cross-functional collaboration.</li></ul></div>

AllerVie Health

<div>
 
 Why AllerVie Health?
 
 
 
 Millions of people live with allergies, asthma, and complex immunological conditions that quietly disrupt their daily lives - from poor sleep and chronic discomfort to limits on how they work, move, and show up for the people they love. Too often, care is fragmented, reactive, or focused on managing symptoms instead of truly improving quality of life.
 
 
 AllerVie Health exists to change that. Our mission is simple but powerful: help patients achieve and maintain better health - free from the symptoms and suffering that hold them back. Through comprehensive, personalized care, we support patients at every stage of their journey, delivering real relief and measurable improvements in how they live day to day.
 
 
 As a growing healthcare organization, we&rsquo;re expanding access to specialized allergy and immunology care across communities - and building teams that make that impact possible. Whether you&rsquo;re in a clinical, operational, or corporate role, your work directly supports patients getting their lives, energy, and confidence back. If you&rsquo;re motivated by meaningful work and want to be part of a mission you can feel, we&rsquo;d love to meet you.
 
 
 
 About You:
 
 
 
 You&rsquo;re energized by purpose-driven work and believe progress happens through accountability, collaboration, and integrity.
 
 
 You take ownership of your work, care about doing things the right way, and bring a positive, people-first mindset to how you support teams. You advocate for better systems and decisions that ultimately improve patient care.
 
 
 If you&rsquo;re excited to do meaningful work that supports something bigger than yourself, we&rsquo;d love to connect.
 
 
 
 Summary of Position:
 
 
 
 The Vice President of Human Resources (VP of HR) is responsible for overseeing all facets of the human resources function, including talent acquisition, employee relations, benefits administration, compliance, HR strategy, and workforce analytics. This leadership role ensures HR initiatives are aligned with the organization&rsquo;s goals and values, fosters a high-performance culture, and supports business growth through strategic workforce planning, data-driven insights, and organizational development.
 
 
 The VP of HR will leverage payroll data, workforce metrics, and operational trends to provide actionable insights to operations leaders. This role partners closely with clinical and operational leadership to ensure appropriate staffing models, labor optimization, and effective coverage across clinics to support patient care and financial performance.
 
 
 
 Key Responsibilities:
 
 
 
 <ul>
 <li>
 Develop and implement comprehensive HR strategies, policies, and programs that support the company&rsquo;s overall mission and objectives.
 </li>
 <li>
 Lead and manage HR teams across all functional areas, including recruitment, employee engagement, compensation and benefits, payroll, HRIS, training and development, and compliance.
 </li>
 <li>
 Partner with executive and operations leadership to drive organizational effectiveness, change management, workforce planning, and labor optimization initiatives.
 </li>
 <li>
 Leverage payroll data, labor metrics, and workforce analytics to identify trends in overtime, productivity, turnover, and labor costs; provide actionable insights and recommendations to operations leaders.
 </li>
 <li>
 Collaborate with operations leadership to design and maintain effective staffing models that ensure appropriate clinic coverage, patient access, and cost efficiency.
 </li>
 <li>
 Monitor workforce utilization across clinics and proactively address gaps in staffing, scheduling, and resource allocation.
 </li>
 <li>
 Ensure organizational compliance with federal, state, and local employment laws and regulations.
 </li>
 <li>
 Analyze HR and labor performance data to evaluate the effectiveness of HR programs and recommend improvements aligned with business objectives.
 </li>
 <li>
 Serve as a trusted advisor to senior leadership, providing data-informed guidance on people strategy, labor planning, and organizational design.
 </li>
 <li>
 Lead employee relations efforts, including conflict resolution, performance management, and organizational communication.
 
 
 
 </li>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 10+ years of progressive HR experience, including 5+ years in a senior leadership role.
 </li>
 <li>
 Strong knowledge of labor laws, HR best practices, and organizational development.
 </li>
 <li>
 Proven experience in strategic planning and executing complex HR initiatives.
 
 
 
 </li>
 </ul>
 
 Preferred Skills &amp; Experience:
 
 
 
 <ul>
 <li>
 Master&rsquo;s degree (e.g., MBA, MHRM) or relevant certification (e.g., SHRM-SCP, SPHR).
 </li>
 <li>
 Experience in a multi-site healthcare organization or high-growth environment.
 </li>
 <li>
 Demonstrated success leading through change and managing cross-functional teams.
 </li>
 <li>
 Strong interpersonal, communication, and problem-solving skills.
 </li>
 <li>
 Proficiency in HRIS systems and data analysis tools.
 
 
 
 </li>
 </ul>
 
 Physical Requirements:
 
 
 
 <ul>
 <li>
 Prolonged periods of sitting at a desk and working on a computer.
 </li>
 <li>
 Must be able to lift up to 10 pounds at times.
 
 
 
 </li>
 </ul>
 
 Why Join AllerVie?
 
 
 
 When you join AllerVie Health, you become part of a purpose-driven team dedicated to transforming lives through compassionate allergy care. We recognize and value the experience, perspective, and commitment you bring to our mission. In return, we offer competitive compensation and comprehensive benefits that empower you to thrive. This support enables you to give your best to the patients who count on us every day.
 
 
 
 Benefits:
 
 
 
 <ul>
 <li>
 Medical, Dental, and Vision Insurance Plans
 </li>
 <li>
 Employer HSA contribution
 </li>
 <li>
 Employer-Paid Life Insurance
 </li>
 <li>
 Supplemental benefit offerings
 </li>
 <li>
 401(k) Plan with employer match
 </li>
 <li>
 Generous PTO and paid holidays
 
 
 
 </li>
 </ul>
 
 Learn About Us:
 
 
 
 Career Page
 
 :
 
 Open Positions - AllerVie Health
 
 
 LinkedIn: https://www.linkedin.com/company/allervie-health/posts/?feedView=all
 
 
 Instagram: https://www.instagram.com/allerviehealth/
 
 
 AllerVie Health is an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
</div>

CRH Healthcare

<div><div>Why CRH:</div><div>
Founded in 2012, CRH Healthcare (CRH) owns and operates in three regions. While each region has different brands, each brand is operated with the same quality focus on patients. Whether it is making it easy to find a center, providing a seamless registration experience, having state-of-the-art equipment and labs, or providing top-of-the-line evidence-based treatments, we ensure that it happens consistently throughout each of our brands. Our mission is to deliver the perfect patient experience every time.</div>
You&rsquo;ll Make an Impact By:
The Vice President of Human Resources is a senior leader responsible for building and scaling the company&rsquo;s people infrastructure to support growth, integration, and operational excellence. As a strategic partner to leadership, this role drives a high-performing People Operations platform that strengthens accountability, leadership effectiveness, and execution. Reporting to the Chief Human Resource Officer, the VP leads and develops the HR Business Partner team and ensures consistent, scalable people processes aligned with the company&rsquo;s mission and business goals.<div>
What You Will Do:</div>
 Strategic Leadership:<ul><li>
Design and implement an integrated People strategy that advances the company&rsquo;s mission and business objectives.</li><li>
Balance long-term strategic vision with operational excellence in day-to-day HR execution.</li><li>
Partner with the executive team to translate data and analytics into actionable people strategies that support business initiatives.</li><li>
Lead and evolve HR operations to support a rapidly scaling, multi-site organization.</li><li>
Translate business and growth objectives into practical, people-centered solutions.</li></ul><div></div><div> 
 Culture &amp; Employee Experience:</div><ul><li>
Lead enterprise-wide change initiatives with a focus on communication, transparency, and adoption.</li><li>
In partnership with Field Operations, champion a culture of performance, inclusion, and continuous. improvement that fosters engagement and accountability.</li><li>
Drive initiatives that promote trust, and alignment with organizational values.</li><li>
Translate engagement data into actionable insights and organizational interventions.</li></ul><div></div><div> 
Operational Excellence:</div><ul><li>
Exercise strong analytical skills using data and insights to influence decision making.</li><li>
Evolve performance management systems to drive accountability and support growth.</li><li>
Leverage data and analytics to inform engagement, workforce planning, and retention strategies.</li><li>
Lead the optimization of HR technology, systems, and processes to enhance scalability and efficiency.</li><li>
Continuously refine processes to align with organizational maturity and growth.</li></ul><div></div><div> 
HRBP Leadership:</div><ul><li>
Responsible for strategic and tactical balance in driving HR service delivery and operational excellence.</li><li>
Build and mentor a high-performing HR team that operates strategically and tactically in equal measure.</li><li>
Lead and develop HR Business Partners, setting clear expectations, building capability, and ensuring consistent partnership across corporate and field leaders.</li><li>
Translate business strategy into practical people solutions through strong HRBP execution.</li><li>
Ensure HRBPs are effectively supporting leaders on performance management, employee relations, talent planning, and organizational effectiveness.</li></ul><div></div><div> 
What You&rsquo;ll Bring:</div><ul><li>
10+ years of progressive HR experience, including leadership roles within People Operations or HR</li><li>
5+ years of experience leading HR teams across multiple functional disciplines</li><li>
Bachelor&rsquo;s Degree (required) and SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred</li><li>
Proficiency with HRIS/ATS platforms BI and Microsoft Office tools (Excel, Word, Outlook, PowerPoint)</li><li>
Demonstrated experience in a fast paced, multi-site environment</li><li>
Strong knowledge of employment law, compliance, and HR operational best practices</li><li>
Experience leading organizational change, workforce planning, and people strategy</li><li>
Proven ability to partner with executive leadership and influence business outcomes</li><li>
Strong track record of building high-performing teams and driving transformation</li><li>
Expertise in Analytics, Talent strategy, and HR technology</li></ul></div>

Vice President of Human Resources – Vinings, GA

Relate Search

<div>
 
 
 Vice President, Human Resources
 
 
 
 
 Northeast, Georgia
 
 
 
 
 Hybrid | 3 Days In-Office
 
 
 
 
 
 
 Relate Search has partnered with a high-growth, privately held organization in its search for a Vice President of Human Resources to serve as a strategic people leader during a period of continued expansion and organizational evolution. Reporting to the CHRO, this role will play a critical part in aligning talent strategy with business objectives while strengthening culture, leadership capability, and employee engagement across the enterprise.
 
 
 
 
 
 This position represents a unique succession opportunity where the Vice President of Human Resources will act as a trusted advisor to executive leadership, lead enterprise-wide people initiatives, and ensure the organization&rsquo;s workforce strategy supports sustained performance, accountability, and long-term growth.
 
 
 
 
 
 
 Responsibilities:
 
 
 
 
 
 <ul>
 <li>
 Partner with executive and business unit leadership to shape organizational strategy through talent planning, succession management, leadership development, and change initiatives.
 </li>
 <li>
 Lead enterprise HR programs across employee engagement, talent acquisition, performance management, learning and development, and total rewards to support business performance and workforce connectivity.
 </li>
 <li>
 Drive adoption of a modern Human Capital Management (HCM) platform to strengthen workforce analytics, data integrity, and decision-making capabilities.
 </li>
 <li>
 Champion culture, employee experience, and engagement initiatives, leveraging workforce data and feedback to implement measurable, results-oriented improvements.
 </li>
 <li>
 Lead, coach, and develop a geographically distributed HR team while strengthening accountability, capability, and operational effectiveness across the function.
 </li>
 </ul>
 
 
 
 
 
 Qualifications:
 
 
 
 
 
 <ul>
 <li>
 15+ years of progressive Human Resources leadership experience within a complex or growth-oriented organization.
 </li>
 <li>
 Demonstrated success partnering with senior executives to lead organizational change, scale people practices, and align HR strategy with business outcomes.
 </li>
 <li>
 Broad executive-level expertise across core HR disciplines including employee relations, talent management, talent acquisition, leadership development, and total rewards.
 </li>
 <li>
 Strong business and financial acumen with the ability to translate workforce strategy into measurable organizational impact.
 </li>
 <li>
 Bachelor&rsquo;s degree required; advanced degree and/or HR certification (e.g., SPHR, SHRM-SCP) preferred.
 </li>
 </ul>
 
 
 
 
 
 About Relate Search
 
 
 
 Relate Search is a Woman, Minority, and LGBTQIA+ owned executive and professional search firm dedicated to connecting top talent with meaningful opportunity. With deep expertise across Supply Chain &amp; Operations, Technology, Sales &amp; Marketing, Human Resources, and Accounting &amp; Finance, we deliver customized, people-first recruiting solutions that drive lasting impact.
 
 
 
 
 
 
 Equal Opportunity &amp; Diversity Statement
 
 
 
 Relate Search is proud to be an Equal Opportunity Employer. We value diversity and are committed to building inclusive teams where everyone belongs. All qualified applicants are encouraged to apply.
 
</div>

Vice President Human Resources

Ashley Furniture Industries

<div>Job Summary

The VP / SVP of Human Resources - Operations is a strategic, executive-level role responsible for setting and executing the comprehensive HR strategy for Ashley&rsquo;s operational divisions in the United States: Manufacturing (approximately 6,500+ employees), Distribution (approximately 2,000+ employees), and Transportation (approximately 1,500 employees). 


This leader will serve as a key business partner, reporting to the CHRO and working closely with the EVP of Manufacturing and the EVP of Distribution/Transportation to drive operational excellence, foster a high-performance, values-driven culture, and prepare the workforce for the future through strategic talent management and technology adoption, including Artificial Intelligence (AI). This role demands a dynamic, influential, and charismatic leader with superior HR expertise and a proven track record of leading large, complex, and geographically dispersed workforces. 


Key Responsibilities and Accountabilities: 


1. Strategic HR Leadership &amp; Partnership
<ul>
<li>Strategy Development: Develop, communicate, and execute a multi-year HR strategy for Operations that is directly aligned with the overall AFI/ADS business strategy, focusing on productivity, efficiency, safety, and continuous improvement.</li>
<li>Executive Influence: Act as a trusted strategic advisor to the EVP of Manufacturing and EVP of Distribution/Transportation, providing expert counsel on organizational design, workforce planning, employee relations, and change management.</li>
<li>Talent Acquisition &amp; Planning: Partner with the Vice President of Talent Acquisition to oversee and enhance talent acquisition strategies to efficiently recruit, onboard, and retain high-volume, skilled operational employees and drivers, ensuring a robust pipeline for all key roles.</li>
<li>Performance Management: Design and implement performance management systems that drive accountability, recognize excellence, and cultivate a performance-driven culture across all operational functions.</li>
</ul>
2. Culture, Values, and Employee Experience
<ul>
<li>Values Leadership: Champion Ashley's Core &amp; Growth Values throughout the operations workforce, ensuring HR policies and practices reflect the company's commitment to Honesty, Integrity, Passion, Drive, Discipline, Continuous Improvement, and &ldquo;Dirty Fingernail&rdquo; (our Core Values), and Leadership, Customer Centric, and Boundaryless (our Growth Values).</li>
<li>Engagement &amp; Retention: Develop and lead programs to significantly improve employee engagement, satisfaction, and retention in the manufacturing, distribution, and transportation environments.</li>
<li>Charismatic Leadership: Utilize charisma and influence to inspire confidence, build strong relationships with frontline leaders and employees, and effectively navigate complex employee relations and organizational change initiatives.</li>
</ul>
3. Operational Excellence and AI Adoption
<ul>
<li>HR Technology &amp; Innovation: Possess deep knowledge of and champion the adoption of Artificial Intelligence (AI) and other emerging technologies within the HR function (e.g., AI-driven recruiting, predictive analytics for turnover, optimized scheduling, enhanced training modules) to improve efficiency and employee experience.</li>
<li>Data-Driven Decision Making: Utilize HR analytics and metrics (e.g., turnover, cost-per-hire, safety incidents, training effectiveness) to inform decision-making, measure program ROI, and proactively identify operational risks and opportunities.</li>
<li>Total Rewards: Design and manage competitive compensation and incentive programs tailored to the unique labor markets of manufacturing, distribution, and transportation, ensuring programs foster commitment and drive results.</li>
<li>Compliance &amp; Risk: Ensure complete federal, state, and local regulatory compliance across all operational HR practices, mitigating legal and financial risks, especially in areas like DOT regulations and manufacturing safety.</li></ul> 


Core Competencies: 


Strategic HR Knowledge Superiority

Deep, comprehensive expertise across all HR disciplines with proven ability to translate business strategy into executable HR action plans.

Charisma and Executive Presence

An inspiring, approachable, and authentic leader who can build rapport quickly, communicate effectively at all levels, and galvanize large, diverse teams toward a common goal.

Influence and Negotiation

Exceptional ability to persuade, build consensus among executive peers and operational VPs, and effectively manage complex employee relations matters.

Operations Acumen

A strong understanding of the business drivers, processes, challenges, and cultural dynamics within large-scale, high-volume manufacturing, logistics, and transportation environments.

AI and Digital HR Leadership

Demonstrable knowledge of current and emerging AI applications in HR and operations; a forward-thinking mindset for adopting technology to drive efficiency and organizational capability.

Talent Architect

Proven ability to design and implement superior leadership development, succession planning, and performance systems tailored for a blue-collar and driver workforce. 


Required Qualifications
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field. Master's degree preferred.</li>
<li>Minimum of 15+ years of progressive HR experience, with at least 5 years in a Senior Vice President, VP, or CHRO role leading HR for a large-scale, multi-site operational organization (manufacturing, distribution, logistics, or similar industrial environment).</li>
<li>Mandatory experience supporting a workforce of 5,000+ employees, including significant experience with non-exempt, hourly, and driver populations.</li>
<li>Proven track record of success in transforming HR organizations and leading significant change management efforts.</li>
<li>Demonstrable experience with and understanding of leveraging technology, data analytics, and Artificial Intelligence in the HR function.</li>
<li>Travel is required to visit all facilities.</li></ul> 


***If you apply to this posting, please make sure to complete the following Wonderlic assessment. Only applicants who complete the assessment will be considered for the position. 


https://apply.select.wonderlic.com/479NU9/Ashley-Furniture 


This is an onsite, in-office role based in Advance, NC. This is not a hybrid or remote position. Relocation is provided to any out of state candidates willing to relocate. These terms are non-negotiable.</div>

SVP/VP Human Resources, Operations

Planned Systems International

<div>Essential Functions and Job Responsibilities:
<div>
The Vice President for Clinical Staffing and Human Performance will be responsible for:</div><ul><li>
Overseeing the operations and P&amp;L of PSI&rsquo;s existing clinical staffing portfolio within MQS, MQS2-NG, DHS and VA ICSP. Each clinical staffing project manager will report to the Vice President.</li><li>
Growth of clinical staffing portfolio within MQS2-NG, VA ICSP, DHS and outside these contracts.</li><li>
Overseeing the operations and P&amp;L of PSI&rsquo;s existing human performance portfolio within H2F and SMIP contracts. Each human performance project manager will report to the Vice President.</li><li>
Growth of human performance portfolio beyond H2F and SMIP.</li><li>
Participating in business development efforts for PSI to include Rural Health Transformation Program opportunities.</li></ul>
Company Benefits:
<div>
PSI offers full-time, benefits eligible employees a competitive total compensation package that includes paid leave, and options for employer sponsored group medical, dental, vision, short-term and long-term disability, life insurance, AD&amp;D coverage, legal services, identity theft, and accident insurance. Flexible spending account and health saving account options offer pre-tax savings for qualified medical, dental, and vision expenses. The company sponsored 401(k) retirement plan has an employer contribution match that is immediately vested. We invest in the professional growth of our employees through professional courses, certifications, and tuition reimbursement programs.</div>
EEO Commitment:
<div>
It is company policy to promote equal employment opportunities. All personnel decisions, including, but not limited to, recruiting, hiring, training, promotion, compensation, benefits, and termination, are made without regard to race, color, religion, age, sex, sexual orientation, pregnancy, gender identity, genetic information, national origin, citizenship status, veteran status, protected veteran status, disability, or any other characteristic protected by applicable federal, state, or local law.
 
 
Reasonable accommodations for applicants and employees with disabilities will be provided. If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Human Resources by emailing HRDepartment@plan-sys.com, or by dialing 703-575-8400.</div></div>

Vice President of Clinical Staffing and Human Performance

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Vice President of Human Resources – Vinings, GA

Vice President Human Resources

SVP/VP Human Resources, Operations

Vice President of Clinical Staffing and Human Performance