AP Health is seeking an experienced and collaborative Vice President of People Operations to lead the organization's human resources function and support the continued growth of our multi-state healthcare services organization.

This role is responsible for overseeing all aspects of human resources, including talent acquisition, employee relations, compensation and benefits, performance management, compliance, employee engagement, leadership development, and workforce planning. In addition, the Vice President provides leadership and oversight for provider onboarding and credentialing operations, ensuring alignment between Human Resources and Clinical Operations.

The Vice President partners closely with Clinical Operations leadership, corporate leaders, and department managers to attract, develop, engage, and retain a high-performing workforce while supporting operational excellence and exceptional service delivery to hospital and surgery center partners.

The ideal candidate is a hands-on leader who can balance strategic thinking with operational execution, build strong relationships across the organization, and develop human resources programs that support both clinical and business objectives.

Essential Responsibilities

Human Resources Leadership

• Lead and oversee all Human Resources functions across the organization.
• Develop and maintain policies, procedures, and programs that support AP Health's business objectives and workforce needs.
• Partner with executive leadership on workforce due diligence and people integration planning in support of acquisitions, partnerships, or new market expansion.
• Partner with Clinical Operations leaders, corporate leadership, and department managers to address workforce challenges, employee relations matters, leadership development opportunities, and organizational needs.
• Promote a positive, service-oriented workplace culture consistent with AP Health's mission and values.
• Ensure consistency and fairness in the application of employment policies and practices across all markets.
• Provide leadership and direction to Human Resources, Talent Acquisition, Credentialing, and related workforce support functions.

Talent Acquisition & Workforce Planning

• Oversee recruitment strategies and hiring processes for clinical, operational, and corporate positions.
• Partner with Clinical Operations leadership to forecast workforce needs and support provider staffing requirements across all markets.
• Develop workforce planning strategies that support organizational growth and customer commitments.
• Monitor recruiting performance metrics and identify opportunities for improvement.
• Ensure effective onboarding programs that prepare employees and providers for success within the organization.
• Support initiatives designed to improve provider and employee retention.

Employee Relations & Performance Management

• Serve as a trusted advisor to managers and leaders regarding employee relations issues and workplace concerns.
• Lead investigations and provide recommendations regarding disciplinary matters and corrective actions.
• Support performance management initiatives, goal setting, coaching, and employee development.
• Assist leaders in addressing performance concerns while maintaining compliance with applicable employment laws.
• Foster a culture of accountability, professionalism, and continuous improvement.

Compensation, Benefits & Employee Programs

• Oversee compensation administration and support annual compensation planning initiatives.
• Manage employee benefit programs and vendor relationships.
• Evaluate market competitiveness and recommend enhancements to compensation and benefits programs.
• Partner with leadership to ensure compensation strategies support recruiting and retention objectives.
• Support employee education and communication regarding benefits, retirement programs, ESOP participation, and other company-sponsored offerings.

Credentialing, Provider Onboarding & Clinical Workforce Support

• Provide oversight of credentialing and provider onboarding functions.
• Partner closely with Clinical Operations leadership to ensure provider deployment, onboarding, and credentialing activities support operational readiness and customer requirements.
• Monitor credentialing timelines and workforce readiness to support growth initiatives and new business opportunities.
• Identify opportunities to improve onboarding, credentialing, and provider support processes while maintaining quality and compliance standards.
• Support initiatives that strengthen provider engagement, workforce stability, and retention.
• Act as a partner to Clinical Operations leadership regarding provider workforce trends, staffing challenges, and retention opportunities.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Partner with organizational leadership and legal counsel on employment-related matters when necessary.
• Oversee employment-related training, policy administration, and personnel record management.
• Monitor regulatory developments and recommend adjustments to policies and practices as needed.
• Support organizational risk management efforts related to employment practices and workforce compliance.

Employee Engagement & Culture

• Lead initiatives that promote employee engagement, retention, recognition, and professional development.
• Monitor employee and provider feedback to identify opportunities for organizational improvement.
• Partner with Clinical Operations and department leadership to address engagement and retention challenges.
• Support communication and recognition programs that reinforce AP Health's culture and values.
• Champion a workplace environment that promotes teamwork, accountability, and employee satisfaction.

Reporting & Analytics

• Utilize workforce data and human resource metrics to support organizational decision-making.
• Monitor recruiting, turnover, retention, engagement, and workforce trends.
• Provide regular reporting and recommendations to senior leadership.
• Develop meaningful workforce metrics that assist Human Resources and Clinical Operations leadership in workforce planning and retention efforts.
• Leverage HR technology and systems to improve operational effectiveness and service delivery.
• Stay current on emerging HR technology, including AI-assisted recruiting platforms and predictive retention analytics, and lead evaluation and implementation efforts that advance operational efficiency across the people function.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field.
• Minimum of 8 years of progressive Human Resources leadership experience.
• Minimum of 3 years leading Human Resources, Recruiting, Credentialing, or related teams.
• Strong knowledge of employee relations, benefits administration, talent acquisition, compensation practices, and employment law.
• Demonstrated ability to build relationships and influence leaders across corporate functions and Clinical Operations.
• Excellent communication, organizational, and problem-solving skills.

Preferred

• Healthcare services, advanced practice provider staffing, physician practice management, hospital operations, or related healthcare experience.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting multi-state operations.
• Experience with HRIS platforms, workforce analytics, and reporting tools.
• Experience supporting growth-oriented organizations with distributed clinical workforces.
• Experience supporting acquisitions, partnerships, new market expansion, or workforce integration initiatives.

Success in This Role

• Build a highly responsive and service-oriented Human Resources function.
• Develop strong partnerships with Clinical Operations leadership to support workforce planning, provider deployment, retention, and engagement.
• Strengthen recruiting, onboarding, and credentialing processes.
• Improve employee and provider experience across the organization.
• Ensure compliance and consistency across all markets.
• Develop scalable human resources processes that support AP Health's continued growth.
• Utilize workforce data and analytics to drive informed decisions around recruiting, retention, engagement, and organizational development.