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, governa