Vice President, HR Business Partners

General Purpose

The Vice President, HR Business Partners is the enterprise leader responsible for building and leading a high-impact HR Business Partner capability across PACS.

This role will transform HR Business Partners into trusted, strategic advisors to leaders across the U.S.

operations and corporate functions, while strengthening and standardizing facility-level HR execution across approximately 325 facilities through influence, systems, and operating rhythms (without direct reporting authority over facility HR locals).

This is a builder role.

The VP, HRBP will co-design and implement PACS's HR operating model and the end-to-end people partnering system—including role clarity, governance, metrics, and development of HR talent—to drive measurable impact in workforce stability, leadership effectiveness, employee/labor relations health, and operational performance.

PRIMARY STAKEHOLDERS & INTERFACES

The VP, HRBP serves as a key member of the HR Leadership Team and partners closely with leaders across the enterprise.

Key Business Interfaces


* SVP of Operations — East and West


* Regional Vice Presidents of Operations (RVPOs)


* Facility Administrators / Executive Directors


* Corporate function leaders

HR Interfaces


* HR Business Partners


* Facility "HR Locals"


* Centers of Excellence


* HR Operations

SCOPE OF ROLE


* Leads the HRBP organization supporting a distributed, multi-state workforce across an East/West → Regions → Facilities structure.


* Serves as senior HRBP for corporate functions and senior leadership, including "HR for HR."


* Builds and scales a modern HR operating model and HRBP capability that is consistent, measurable, and leader-friendly.


* Partners closely with Employee/Labor Relations and Legal to support a union-heavy footprint in western states.

KEY OUTCOME (12-24 MONTHS)


* Defined and adopted HR operating model (role clarity, governance, service design, escalation paths, and metrics).


* Measurable increase in business acumen across HR function.


* Elevated HRBP capability (consultation, org design, workforce planning, analytics fluency, ER/labor risk leadership).


* Strengthened facility HR local execution through enablement (playbooks, training, quality standards, communities of practice).


* Improved workforce stability and performance outcomes (e.g., retention, time-to-fill partnership, reduced ER risk, improved leader effectiveness).

CORE RESPONSIBILITIES

Build the HRBP Strategy & Operating Model


* Define the HRBP charter and standards: responsibilities, decision rights, service expectations, and HRBP "standard work."


* Co-design the HR operating model with the CHRO and HR Leadership Team, clarifying interfaces between HRBPs, COEs, Shared Services/HR Ops, facility HR locals, and line leadership.


* Establish scalable operating rhythms: workforce/retention risk reviews, talent and succession routines, ER ca...