COMPANY:         Aria Care Partners

POSITION:          VP of Human Resources

REPORTS TO:     Chief Executive Officer

LOCATION:         Remote with travel to Overland Park, KS

About the Company:

The Company is engaged in multi-site, multi-state healthcare and insurance services. Currently, the Company has annual revenue approaching $100MM and over 600 employees and contractors. The Company is headquartered in Overland Park, KS with services provided in 25 states. Through both mergers and acquisitions and organic growth, the Company is entering a very exciting chapter of its history where it will expand its footprint, employee headcount, and patients served.

About the Position:

Reporting to the CEO, the VP of Human Resources will serve as a key member of the senior leadership team and play a critical role in shaping and driving the overall human capital leadership of the company.  This strategic role will have complete responsibility for developing and implementing human resources policies, programs, and services that align with the organization’s goals and objectives, fostering a high-performance culture, and driving business success. This role offers the opportunity to be an active member of the senior leadership team in ways that shape the future of the organization and the market segment.

Responsibilities

• Strategic HR Leadership. Develop and implement HR strategies that support the company’s growth and business objectives. Partner with executive leadership to shape the company’s human capital strategy and drive organizational change.
• HR Services Administration and Delivery. Own, refine, and deliver all core HR services, including talent acquisition and retention, compensation, benefits, performance management, employee recognition/awards, compliance, and regulations in line with all federal, state, and local laws across the Company’s markets, employee relations, employee training and development, communications, DEI initiatives and employee events. Build strong, credible relationships with senior leaders, hiring managers, and critical stakeholders; operate as trusted advisor and subject matter expert.
• Employee Engagement and Culture. Develop and promote a fun and energetic, metrics driven, high performing culture emphasizing ethics, accountability, innovation, diversity, and inclusion. Implement initiatives to enhance employee engagement, satisfaction, and retention.
• Recruiting. Develop staffing programs to identify and attract top talent within and outside the corporation for all levels within the company. Implement recruiting activities that result in the attraction and hiring of high caliber candidates.
• Talent Development. Serve as a senior internal consultant for employee related issues/concerns. Participate in the creation of training and development programs, along with succession planning efforts, to enhance knowledge and prepare employees for the continuing/future needs of the company.
• Organizational Planning. Translate the company’s strategic and tactical business plans and programs into HR operational goals. Build a long-term plan for staffing and succession that provides each department with top quality employees.
• Post-Acquisition Integration. Lead the HR related due diligence and integration of all acquisitions ensuring alignment with company values and culture.

Personal Qualifications

The ideal candidate will have executive-level HR experience with a growing, innovative, PE- or venture-based company in the $50M - $200M range.  The ideal candidate will thrive in a fast-paced entrepreneurial environment where a “roll up your sleeves and get the work done” type of attitude is rewarded. Relevant skills and attributes include:

• Planning/Organizing: ability to manage multiple, complex tasks to ensure that work is completed in a timely and productive manner.
• Adaptability: adapts to changes in the work environment and can deal with frequent change, delays, or unexpected events.
• Teamwork: natural instinct and ability to work collaboratively with others, and to build collaborative teams and prevent silos.
• Communication: strong written and verbal communication skills; ability to present concepts logically, rationally, and convincingly and to discuss complex legal and business issues frankly and deal with them straightforwardly; the ability to engage with senior leaders and board constituents.
• Quality Control/Attention to Detail: demonstrates accuracy and thoroughness; monitors own and team’s work to ensure quality and applies feedback to improve performance; processes required amount of work in a timely manner without sacrificing quality.
• High Integrity: a person of integrity to whom ethics are at the center of all that is important.