Vice President, HR Business Partners

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 case reviews, and change execution cadence.
• Implement governance and escalation paths for employee relations, investigations, litigation/regulatory matters, and labor relations activity.
• Ensure HR strategies and partnering priorities align to enterprise goals (quality, compliance, growth, margin, resident and employee experience).
• Lead, Develop, and Hold Accountable the HRBP Team
• Lead and develop HRBPs to operate as trusted advisors to facility administrators and regional leaders.
• Set the HRBP talent bar and create a capability development pathway (consultation, executive communication, analytics, org design, coaching, ER/labor fundamentals).
• Establish performance expectations tied to measurable outcomes and build a culture of accountability, inclusion, and continuous improvement.
• Coach HRBPs on prioritization and operating at the right altitude—balancing strategic impact with operational rigor.
• Business Expertise & Representation
• Develop deep, working fluency in PACS operations (to ensure HRBP guidance is operationally credible and performance‑oriented).
• Embed the HRBP team into the business by setting expectations and routines that keep HRBPs close to Facility Administrators and Regional leadership while maintaining clear governance and escalation paths.
• Serve as the primary “voice of Operations” within HR—bringing real field constraints and opportunities into HRLT and COE discussions to shape priorities, investments, and enterprise people strategy.
• Represent the business in COE program design and policy development by ensuring solutions are built for field adoption and validated with operational leaders before scaling.
• Translate business strategy into actionable people priorities by converting operational goals into workforce plans.
• Build business acumen across the broader HR organization through structured learning mechanisms.
• Establish disciplined feedback loops so HR solutions reflect operational reality—requiring field pilots, adoption metrics, leader feedback, and iterative improvement for major COE programs and enterprise initiatives.
• Drive adoption through operational credibility—ensuring HR is viewed by leaders as a practical, results‑oriented partner who understands how the business runs and helps leaders deliver outcomes.
• Strengthen Facility HR Locals Through Enablement
• Design a Facility HR Enablement System to improve consistency and compliance across facilities, including playbooks, templates, and required training.
• Define investigation and ER triage: what stays local vs. what escalates to HRBP/Employee Relations, with quality standards for documentation and case notes.
• Create communities of practice and ongoing coaching routines (monthly learning, office hours, regional cohorts) to build capability and reduce variability.
• Implement dotted‑line accountability via shared metrics, audit rhythms, and stakeholder agreements with Operations leadership.
• Serve as Senior HRBP to Corporate Functions
• Partner with corporate function leaders on org design, workforce planning, performance calibration, talent reviews, succession, and leadership effectiveness.
• Provide executive counsel on sensitive employee matters, leadership transitions, and complex organizational issues with sound judgment and discretion.
• Serve as “HR for HR” by strengthening HR team capability, role clarity, performance management, and the HR team’s operating discipline.
• Employee & Labor Relations Strategy Development
• Partner with Employee/Labor Relations and Legal to support strategy development and execution.
• Implement early‑warning practices and proactive risk mitigation for hotspots, organizing activity, and repeat ER issues.
• Workforce Planning, Organizational Design, and Change Leadership
• Lead workforce planning with SVPs of Operations (East/West) and RVPs.
• Drive organizational design and effectiveness work across regions and facilities.
• Lead change management for growth, acquisitions/integration, restructures, and operating model adoption across a distributed, frontline workforce.
• People Analytics & Insight‑Driven Consulting
• Partner with HR Operations to improve data quality, access, and insight delivery for field and corporate leaders, and establish leader‑ready dashboards and routines that connect workforce metrics to operating outcomes.
• Build HRBP expectations for analytics fluency and evidence‑based decision‑making; translate insights into clear actions with accountability.

QUALIFICATIONS

• Required
• 12+ years of progressive HR leadership experience, including significant HRBP leadership in distributed, multi‑site operations.
• Demonstrated success building or transforming an HRBP function and/or HR operating model.
• Exception business acumen.
• Executive presence and ability to influence senior operations and corporate leaders; strong communication and business storytelling skills.
• Proven change leadership and organizational design/workforce planning experience.
• Preferred
• Healthcare services experience (SNF/long‑term care preferred) supporting 24/7 frontline workforces.
• SPHR/SHRM‑SCP certifications.
• Builder mindset: designs scalable systems, reduces variability, and drives adoption through influence.
• Business acumen: understands operational drivers and translates strategy into practical people solutions.
• Consultative leadership: trusted advisor who diagnoses, influences, and coaches with credibility.
• Data‑driven decision‑making: uses analytics to identify trends, root causes, and measurable interventions.
• High‑judgment ER/labor leadership: fair, consistent, decisive, and risk‑aware.
• Change leadership: mobilizes leaders and teams through transformation and ambiguity.
• Work Location
• This role is based at PACS Headquarters in downtown Salt Lake City, UT.

Relocation assistance is available for qualified candidates who reside outside the greater Salt Lake City area.

• Travel
• Travel is expected across regions, and facilities to build relationships, coach leaders, and support implementation. Anticipated travel: 15% depending on business needs.

Benefits

• Health Coverage: medical, dental, and vision plans.
• PTO and Vacation: generous paid time off and holidays.
• Financial Wellness: Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA).
• Retirement Planning: 401(k) plan with company contributions.
• Support When You Need It: Employee Assistance Plan (EAP) providing confidential support for personal and professional challenges.

PACS is an equal‑opportunity employer.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other legally protected status.

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