VP of HR Strategy & Growth

The Vice President, Human Resources Strategy & Operations is a senior enterprise HR leader responsible for advancing people strategy, organizational effectiveness, workforce readiness, and a high-performing, mission-centered culture across Rogers Behavioral Health. Reporting to the Chief Human Resources Officer, this leader serves as a strategic partner to executive, clinical, operational, and people leaders in a fast-paced, complex behavioral health environment.

The Vice President brings broad HR generalist expertise across talent acquisition, employee and labor relations, organizational design, workforce planning, leadership development, performance management, total rewards partnership, HR operations, and change leadership. This role is designed to build enterprise-level capability and leadership breadth in preparation for potential succession to the CHRO role. The successful candidate will demonstrate executive presence, sound judgment, financial and operational acumen, and the ability to translate organizational strategy into practical people solutions that support patient care, workforce stability, growth, and long-term mission sustainability

Location: local to Wisconsin as this role will start in a hybrid capacity and transition to onsite.

Job Duties & Responsibilities :

• •Partner with the CHRO to develop and implement an integrated, multi-year human resources strategy aligned with organizational priorities, clinical operations, growth plans, financial objectives, and workforce needs.
• •Serve as a trusted strategic advisor to executive and senior leaders on organizational effectiveness, workforce challenges, leadership capability, employee engagement, culture, and complex people decisions.
• •Provide broad operational and strategic oversight across key HR functions, including talent acquisition, employee relations, labor relations, workforce planning, leadership development, performance management, HR operations, and organizational development.
• •Lead enterprise workforce planning efforts in partnership with Finance, Operations, Clinical leadership, and HR teams; assess workforce supply, demand, skills, capacity, cost, and organizational readiness.
• •Guide leaders through organizational growth, restructuring, integration, program expansion, reductions in force, leadership transitions, and other significant changes, ensuring thoughtful communication, employee support, talent continuity, and alignment with organizational values.
• •Lead and support labor-relations strategy in unionized or partially unionized environments. Interpret and apply collective bargaining agreements, advise leaders on contract administration, support grievance and arbitration processes, and participate in bargaining preparation and negotiations as assigned.
• •Partner with legal counsel, HR leaders, and operational leaders to address complex employee relations matters, investigations, performance concerns, workplace conflicts, corrective action, and employment-risk issues with consistency, discretion, and sound judgment.
• •Establish effective employee-relations practices that reinforce accountability, fairness, inclusion, respect, engagement, and a positive employee experience across the organization.
• •Oversee and continuously improve talent acquisition strategy and operations, ensuring recruiting capabilities, staffing plans, sourcing approaches, and candidate experiences support current and future clinical, operational, and corporate talent needs.
• •Partner with Total Rewards leaders to ensure compensation, benefits, recognition, and employee value proposition strategies support recruitment, retention, engagement, internal equity, and market competitiveness.
• •Drive leadership and management capability through coaching, succession planning, talent reviews, performance management practices, and development initiatives that build a strong leadership pipeline.
• •Strengthen HR operational excellence by improving processes, policies, systems, service delivery, governance, reporting, and accountability across the employee lifecycle.
• •Use workforce, people, operational, financial, and engagement data to identify trends, anticipate risks, measure outcomes, and recommend evidence-based actions to executive leadership.
• •Foster a culture of continuous improvement and innovation, including thoughtful adoption of HR technology, automation, analytics, and AI-enabled tools that enhance decision-making, efficiency, and the employee experience.
• •Ensure HR policies and practices are consistently implemented in accordance with applicable employment laws, regulatory requirements, organizational standards, and collective bargaining obligations.
• •Build, lead, coach, and develop high-performing HR leaders and teams. Create clear expectations, strengthen cross-functional collaboration, and promote succession readiness throughout the function.
• •Represent HR in enterprise initiatives, executive leadership discussions, board-level preparations, and cross-functional planning efforts as assigned by the CHRO.
• •Act on behalf of the CHRO, as delegated, in executive meetings, strategic initiatives, employee matters, operational discussions, and other enterprise responsibilities.

​ Core Competencies

• •Enterprise HR Leadership & Business Partnership
• •Strategic Thinking & Execution: Translates enterprise priorities into practical, measurable people strategies and delivers results amid competing demands and rapid change.
• •Healthcare & Behavioral Health Workforce Acumen
• •Labor Relations & Collective Bargaining: Demonstrates working knowledge of collective bargaining agreements, contract administration, grievance processes, and labor-management partnership.
• •Employee Relations, Investigation & Conflict Resolution
• •Organizational Design, Restructuring & Change Leadership
• •Workforce Planning & Talent Strategy
• •Financial & Operational Acumen: Connects workforce, staffing, and people decisions to organizational finances, operating performance, and long-term mission sustainability.
• •Executive Presence & Senior Leadership Partnership
• •Leadership Development & Succession Planning
• •Culture, Engagement & Inclusion Leadership
• •HR Analytics, Systems Improvement & AI Fluency
• •Sound Judgment, Discretion & Risk Management
• •Change Agility: Leads calmly and decisively through ambiguity, restructuring, workforce transitions, and evolving organizational priorities.

Additional Job Description:

Education/Training Requirements:

• •Bachelor’s degree in human resources, business administration, healthcare administration, organizational development, or a related field required.
• •Master’s degree in human resources, business, healthcare administration, organizational leadership, or a related discipline strongly preferred.
• •Minimum of twelve (12) years of progressively responsible human resources experience, including substantial leadership experience in a complex, multi-site organization.
• •Minimum of five (5) years of senior HR leadership experience with responsibility across multiple HR disciplines, such as employee relations, labor relations, talent acquisition, workforce planning, leadership development, HR operations, and organizational development.
• •Demonstrated experience working in a unionized or partially unionized environment, including collective bargaining agreement interpretation, labor strategy, grievance management, and partnership with operational leaders.
• •Experience supporting or leading collective bargaining negotiations, contract administration, labor-management committees, grievance processes, arbitration preparation, or related labor-relations activities.
• •Demonstrated success leading HR through growth, transformation, restructuring, workforce transitions, or other periods of significant organizational change.
• •Experience partnering directly with executive leadership, operations, finance, clinical leaders, legal counsel, and boards or board committees preferred.
• •SHRM-SCP, SPHR