Vice President of Human Resources in Orlando, Florida at Symphony Spine and Pain

VICE PRESIDENT OF HUMAN RESOURCES

Executive Leadership Job Description

Department Human Resources Reports To Senior Vice President of Operations

Classification Executive Leadership / Exempt Organization Symphony Care Alliance

Position Summary

The Vice President of Human Resources (VP of HR) is a senior executive leader responsible for developing and executing the organization's human resources strategy in alignment with Symphony Care Alliance's operational, financial, clinical, and growth objectives.

Reporting directly to the Senior Vice President of Operations, the VP of HR serves as the organization's senior HR leader and strategic advisor for workforce planning, talent acquisition, employee relations, compensation and benefits, performance management, leadership development, employee engagement, HR compliance, organizational development, and culture.

This position requires both strategic leadership and operational execution. The VP of HR is accountable for building scalable HR systems, establishing clear standards and accountability, supporting leaders across multiple markets and practices, and using workforce data to identify risks, opportunities, and corrective actions.

Essential Duties & Responsibilities

Strategic HR Leadership

• Develop and execute a comprehensive HR strategy aligned with organizational priorities and operational objectives.
• Serve as the principal HR advisor to the Senior Vice President of Operations and executive leadership team.
• Translate strategic and operational priorities into actionable workforce, talent, organizational development, and employee engagement plans.
• Identify workforce risks, leadership gaps, organizational needs, and emerging HR issues and proactively recommend solutions.
• Participate in executive planning related to organizational structure, growth, staffing, compensation, integrations, and workforce investments.
• Establish annual HR goals, priorities, initiatives, and measurable performance indicators.

HR Department Leadership

• Provide executive oversight of all Human Resources functions and establish clear roles, performance expectations, service standards, and accountability within the department.
• Lead, coach, and develop HR leaders and team members while ensuring responsive, professional, consistent, and solutions-oriented support to leaders and employees.
• Evaluate HR workflows and systems for opportunities to improve efficiency, automation, standardization, scalability, and service delivery.
• Hold the HR team accountable for deliverables, deadlines, data accuracy, communication, and organizational commitments.

Workforce Planning & Organizational Design

• Partner with Operations and Finance to develop workforce plans based on business needs, patient volume, productivity, growth, and budget expectations.
• Monitor headcount, vacancies, turnover, labor trends, staffing levels, and workforce capacity across markets, practices, and departments.
• Review requests for new or replacement positions and provide recommendations based on operational need, budget, productivity, and organizational structure.
• Identify leadership gaps and succession risks; support restructuring, position consolidation, workforce reductions, and departmental redesign when required.
• Maintain accurate organizational charts, reporting relationships, job descriptions, and position structures.

Talent Acquisition, Recruitment & Onboarding

• Provide strategic oversight of recruitment for clinical, operational, administrative, and leadership positions.
• Monitor recruiting pipelines, vacancy rates, aging requisitions, time-to-fill, candidate quality, offer acceptance, and difficult-to-fill roles.
• Establish recruiting priorities based on operational and clinical needs and evaluate vendors, agencies, platforms, and sourcing strategies for effectiveness and return on investment.
• Ensure recruitment practices are compliant, standardized, and aligned with approved compensation structures.
• Oversee a consistent onboarding process, including documentation, screening, orientation, training, system access, compliance requirements, and new-hire readiness.
• Monitor 30-, 60-, and 90-day integration, early turnover, and onboarding feedback to identify improvement opportunities.

Employee Relations & Performance Management

• Provide executive oversight of employee relations and serve as the escalation point for significant, complex, or sensitive employee matters.
• Ensure investigations are timely, objective, appropriately documented, confidential, and consistently managed.
• Guide managers regarding conduct, attendance, performance concerns, corrective action, conflict resolution, workplace issues, and performance improvement plans.
• Ensure disciplinary processes are fair, consistent, well documented, and compliant with company policy and applicable requirements.
• Develop and maintain a consistent organization-wide performance management process with clearly defined expectations, measurable goals, timely reviews, and manager accountability.
• Identify recurring employee relations or performance trends and recommend leadership, training, or organizational interventions.

Compensation, Benefits & Workforce Financial Management

• Provide executive oversight of compensation and employee benefits programs in partnership with Finance and executive leadership.
• Maintain compensation structures, salary ranges, job levels, and position classifications that support market competitiveness, internal equity, retention, and financial sustainability.
• Review compensation recommendations related to new hires, promotions, market adjustments, and organizational changes.
• Oversee market benchmarking, benefit programs, annual renewals, vendor relationships, utilization trends, and employee communication.
• Monitor workforce costs, overtime trends, headcount versus approved staffing plans, and other labor indicators; recommend actions when trends create operational or financial risk.

Employee Engagement, Retention & Culture

• Develop strategies to strengthen employee engagement, retention, organizational culture, communication, and leadership effectiveness.
• Oversee employee engagement surveys and ensure results are translated into meaningful action plans with assigned ownership and follow-through.
• Analyze turnover by market, department, leader, position, and tenure and implement targeted retention strategies for high-risk areas.
• Support use of exit interviews, stay interviews, employee feedback, and recognition initiatives to identify and address workforce trends.
• Partner with leadership to reinforce organizational values, expected leadership behaviors, accountability, teamwork, and performance.

Leadership Development & Succession Planning

• Develop an organization-wide leadership development strategy and identify high-potential employees and future leadership candidates.
• Partner with senior leadership to establish succession plans for critical positions and reduce key-person risk.
• Develop manager and leadership education focused on performance management, communication, accountability, employee relations, conflict resolution, coaching, and change management.
• Establish leadership competencies and expectations across management levels and support internal career development and promotion opportunities.

HR Compliance & Risk Management

• Ensure HR policies, procedures, and employment practices comply with applicable federal, state, and local requirements.
• Maintain current employee handbooks, HR policies, procedures, forms, and required employment records.
• Partner with Compliance and Legal Counsel regarding complex employment matters, audits, claims, regulatory inquiries, and workforce-related risk.
• Ensure appropriate practices related to wage and hour requirements, employee classifications, leave administration, workplace accommodations, equal employment requirements, and other applicable employment regulations.
• Proactively identify HR-related organizational risk, implement corrective actions, and ensure managers receive appropriate education on policies and employment expectations.

HR Systems, Data & Executive Reporting

• Establish HR as a data-driven function and ensure workforce information is accurate, complete, secure, and current.
• Identify opportunities to improve HR technology and automate manual processes.
• Develop executive dashboards and recurring workforce reports that identify trends, risk, operational impact, and recommended action.
• Regular reporting should include headcount, vacancies, critical positions, time-to-fill, new hires, separations, turnover, 90-day retention, employee relations activity, performance review completion, training compliance, overtime, and compensation/labor trends.

Operational Partnership & Change Management

• Participate in operational leadership meetings and maintain a working understanding of market needs, staffing challenges, productivity expectations, growth priorities, and operational objectives.
• Provide proactive workforce recommendations rather than responding only after problems arise; partner with regional and practice leaders to address staffing and leadership barriers.
• Develop HR solutions that are practical, consistent, financially responsible, and scalable across multiple markets and practices.
• Provide HR leadership for acquisitions, practice integrations, market expansion, organizational restructuring, and significant organizational change.
• Coordinate workforce assessments, employee communication, transition planning, compensation/benefit alignment, retention strategies, and integration into Symphony systems, policies, and culture.

Key Performance Indicators

Performance Area Measures

Workforce Stability Voluntary turnover; overall turnover; 90-day retention; vacancy rate; critical vacancies

Talent Acquisition Average time-to-fill; offer acceptance; recruiting pipeline health; hiring effectiveness

HR Operations Onboarding completion; HR service levels; performance review completion; training completion; data accuracy

Employee Relations Case resolution timelines; investigation completion; repeat issues; corrective action consistency

Workforce Financial Management Headcount vs. approved plan; labor cost vs. budget; overtime trends; position control

Engagement & Leadership Engagement results; leadership retention; internal promotions; succession coverage; leadership development

Core Competencies & Leadership Expectations

Strategic Thinking Connects workforce decisions to operational, financial, clinical, and organizational priorities.

Operational Mindset Understands how HR decisions affect practices, employees, providers, patients, and financial performance.

Accountability Owns HR outcomes and ensures commitments, standards, and deadlines are met.

Executive Presence Communicates effectively with physicians, executives, managers, and employees.

Judgment & Confidentiality Handles sensitive organizational and employee matters with discretion and sound judgment.

Data-Driven Decisions Uses measurable information to identify issues, evaluate solutions, and recommend action.

Consistency Ensures policies and employment practices are applied fairly and consistently across the organization.

Change Leadership Guides leaders and employees effectively through growth, integration, restructuring, and change.

Collaboration Builds strong partnerships with Operations, Finance, Compliance, Clinical Leadership, IT, and other functions.

Sense of Urgency Recognizes when workforce issues have operational implications and responds appropriately.

Overall Position Accountability

The Vice President of Human Resources is ultimately accountable for ensuring Symphony Care Alliance has the people, leadership capability, workforce strategy, organizational structure, HR infrastructure, and culture necessary to achieve its operational and strategic objectives. Success is measured not simply by completion of HR activities, but by measurable improvement in recruitment, retention, workforce stability, employee engagement, leadership effectiveness, compliance, organizational performance, and operational partnership.

Qualifications

Required

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Leadership, or a related field.

Minimum of 10 years of progressive Human Resources experience, including at least 5 years in a senior HR leadership role with responsibility for multiple HR functions.

Demonstrated experience in employee relations, talent acquisition, performance management, compensation, benefits, compliance, workforce planning, and organizational development.

Experience advising senior executives and operational leaders; strong knowledge of employment regulations and HR best practices.

Demonstrated ability to develop HR metrics and executive reporting and to manage complex and confidential matters with sound judgment.

Preferred

Master's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related discipline.

SHRM-SCP, SPHR, or comparable senior HR certification.

Healthcare industry experience, particularly within a multi-site or multi-state physician practice management organization, MSO, medical group, or similar healthcare environment.

Experience supporting mergers, acquisitions, integrations, rapid growth, or organizational restructuring.