VP, Human Resources

at  Music City PrEP Clinic

We are a health care management services organization (MSO) providing services designed to help our clients get through and beyond whatever is in the way.
We provide world-class affordable healthcare and wellness with attention to earning every patient’s trust through trust-building, courtesy, showcraft, and efficiency. We create great experiences by design which are felt by our clients and their patients, shared with their friends, and relayed to us by their feedback. Patients come to our clients for prevention and treatment and leave healthier, more confident, and better informed than when they arrived.
Vice President, Human Resources (HR)

Job Summary

• Design and implement great employee and candidate experiences using data-driven methods and decisions.
• Scale our HR function to support our anticipated growth by evaluating and continuously improving the efficacy of our HR programs.
• Bring a service-oriented approach to our HR philosophies, policies, and practices by prioritizing stakeholder management. Establish and nurture stakeholder relationships through collaboration and well-planned change management.
• Keep our HR practices and policies aligned to our mission, purpose, vision, philosophy of service, and values.
• Cultivate diversity of thought by shaping an organizational culture founded in open communication, trust, and psychological safety.
• Serve as a member of the executive team, reporting to the CEO.

Supervisory Responsibilities
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Coach, evaluate, support, and reward the performance of the HR Director and department through clear and frequent communication.

• Foster strong relationships and employee engagement among the HR team.
• As needed, grow the HR team through recruiting and hiring great employees.

General Responsibilities
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Manage our strategies and processes for attracting and hiring talent committed to our mission, purpose, vision, philosophy of service, and values. Ensure our hiring process delivers fair and legally compliant hiring decisions as well as a great candidate experience by design.

• Develop external networking opportunities to create hiring pipelines.
• Collaborate with executives, managers, and employees to craft an authentic employee value proposition (EVP). Partner with internal stakeholders to integrate EVP messaging into existing employee feedback mechanisms.
• Evaluate and manage Diversity Health’s Total Rewards to boost employee satisfaction, candidate attraction, and employee retention. Keep our compensation practices aligned to our compensation philosophy. Assist the HR Director in maintaining our pay ranges and benefits.
• Establish company-wide programs for delivering effective feedback, regular performance check-ins, and manager development to enable employee success. Establish protocols for making fair, consistent, and engaging talent decisions.
• Support Quality Assurance alongside the CEO to identify areas for employee and leadership development in line with our values, corporate objectives, and employee needs. Partner with Quality Assurance to deliver, evaluate, and continuously improve our development programs.
• Design great employee experiences by collecting, analyzing, and reporting themes from employee feedback. Facilitate action planning with the executive team, and collaborate with internal stakeholders to implement initiatives.
• Define and establish HR metrics to evaluate and manage the efficacy of our HR programs (e.g., recruiting, performance, employee satisfaction, total rewards).
• Scale our HR as we grow into a multistate, hybrid work environment by evaluating HR metrics in relation to our corporate objectives. Propose HR roadmaps for scaling and partner with leaders and organizational stakeholders to implement and manage changes.
• Guide the maintenance of the Diversity Health employee handbook, Board handbook, personnel files, policies, and documentation.
• Evaluate, refresh, and document Diversity Health’s employee relations protocols (e.g., employee investigations) in partnership with our legal counsel. Support employee relations and investigations as needed.
• Partner with Finance, Operations, and the CEO to create staffing plans and oversee staffing analytics to meet our anticipated growth.
• Build strong relationships with organizational stakeholders through regular check-ins and a data-based, collaborative approach to change management.
• Serve as a strategic adviser to the executive leadership and operational teams.

• Prepare and monitor the human resources budget. Negotiate contracts with outside vendors to provide employee services.

  Job Qualifications

Education: Bachelor’s degree in a related field.

• Eight to ten years of experience leading an HR team and working in various HR areas (e.g., benefits; compensation; workforce planning and employment; employee relations; occupational health, safety and security; strategic management; employee development; and training).
• Working knowledge of federal and state HR laws and regulations.
• Understands the organization’s value proposition and can articulate fundamentals of business and how the units tie together.
• Expert communication, organizational, and stakeholder-management skills.
• Able to champion new ideas, manage change, and execute on action plans.
• Experienced with conflict resolution, negotiation, and interpersonal skills.
• Attentive to detail with an exemplary work ethic.
• Brings enthusiasm for helping new managers and leaders develop to their full potential.
• Adept at finding creative or novel solutions through collaboration.
• Strong analytical and problem-solving skills; proven ability to make decisions based on people analytics.
• Comfort with adaptability, ambiguity, and shifting priorities.
• Commitment to being an ally to the LGBTQ+ community, with complete ease working in an LGBTQ+ environment, and professional familiarity with community sensitivities and topics.
• Comfortable working in an organization which blends characteristics of both mature and startup companies, remote and in-person environments across multiple states and workforce generations.
• Familiarity with ADP preferred.

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or physical requirements. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

• Develop external networking opportunities to create hiring pipelines.
• Collaborate with executives, managers, and employees to craft an authentic employee value proposition (EVP). Partner with internal stakeholders to integrate EVP messaging into existing employee feedback mechanisms.
• Evaluate and manage Diversity Health’s Total Rewards to boost employee satisfaction, candidate attraction, and employee retention. Keep our compensation practices aligned to our compensation philosophy. Assist the HR Director in maintaining our pay ranges and benefits.
• Establish company-wide programs for delivering effective feedback, regular performance check-ins, and manager development to enable employee success. Establish protocols for making fair, consistent, and engaging talent decisions.
• Support Quality Assurance alongside the CEO to identify areas for employee and leadership development in line with our values, corporate objectives, and employee needs. Partner with Quality Assurance to deliver, evaluate, and continuously improve our development programs.
• Design great employee experiences by collecting, analyzing, and reporting themes from employee feedback. Facilitate action planning with the executive team, and collaborate with internal stakeholders to implement initiatives.
• Define and establish HR metrics to evaluate and manage the efficacy of our HR programs (e.g., recruiting, performance, employee satisfaction, total rewards).
• Scale our HR as we grow into a multistate, hybrid work environment by evaluating HR metrics in relation to our corporate objectives. Propose HR roadmaps for scaling and partner with leaders and organizational stakeholders to implement and manage changes.
• Guide the maintenance of the Diversity Health employee handbook, Board handbook, personnel files, policies, and documentation.
• Evaluate, refresh, and document Diversity Health’s employee relations protocols (e.g., employee investigations) in partnership with our legal counsel. Support employee relations and investigations as needed.
• Partner with Finance, Operations, and the CEO to create staffing plans and oversee staffing analytics to meet our anticipated growth.
• Build strong relationships with organizational stakeholders through regular check-ins and a data-based, collaborative approach to change management.
• Serve as a strategic adviser to the executive leadership and operational teams.
• Prepare and monitor the human resources budget. Negotiate contracts with outside vendors to provide employee services