Vice President of Human Resources & Labor Skilled Nursing

Vice President of Human Resources & Labor – Skilled Nursing

Job Type: Full-time
Industry: Skilled Nursing / Long-Term Care / Healthcare

We are seeking an experienced and strategic Vice President of Human Resources & Labor to lead human resources, workforce strategy, employee relations, and labor initiatives across our 15-facility skilled nursing organization
.

This is a highly visible leadership position responsible for developing and executing the organization's overall people strategy while partnering closely with facility Administrators, Regional Leaders, and executive leadership.

The VP of HR & Labor will have a significant impact on recruitment, retention, staffing, employee engagement, labor costs, workforce planning, leadership development, compliance, and organizational culture across the portfolio.

The ideal candidate understands the unique workforce challenges of skilled nursing and long-term care and knows how to balance employee needs, regulatory requirements, operational priorities, and financial performance
.

This is a hands-on executive role for an HR leader who enjoys being close to the operation and can move effectively between strategic planning and solving day-to-day workforce challenges.

• Develop and execute a comprehensive HR strategy aligned with the organization's operational and financial goals.

• Provide HR leadership and support to 15 skilled nursing facilities.

• Partner with executive leadership, Regional Leaders, and facility Administrators on workforce strategy and organizational priorities.

• Establish consistent HR policies, procedures, standards, and best practices across the organization.

• Serve as a trusted advisor to facility leadership on employee and workforce matters.

• Develop HR metrics and reporting to monitor organizational performance and identify trends.

• Ensure HR practices support a positive, accountable, and high-performing workplace culture.

• Develop and implement strategies to attract, recruit, and retain high-quality clinical and non-clinical employees.

• Partner with facility leadership to address staffing shortages and hard-to-fill positions.

• Develop workforce pipelines and recruitment partnerships with nursing schools, community organizations, staffing resources, and other talent sources.

• Establish best practices for recruiting, interviewing, onboarding, and orientation.

• Develop and implement employee retention strategies designed to reduce turnover.

• Analyze turnover trends and develop targeted action plans by facility, department, position, and market.

• Establish accountability for recruitment and retention results at the facility and regional levels.

• Monitor vacancy rates, time-to-fill, turnover, agency utilization, and other workforce metrics.

• Develop and implement strategies to effectively manage labor costs across the organization.

• Monitor labor utilization, overtime, agency usage, staffing levels, and productivity.

• Partner with Operations and Nursing leadership to identify opportunities to reduce unnecessary labor expense while maintaining appropriate staffing and quality of care.

• Develop labor-management strategies that support both employee engagement and operational performance.

• Analyze staffing and labor trends across facilities and identify opportunities for improvement.

• Establish labor-related goals and performance metrics for facility leadership.

• Support facilities in developing effective staffing plans and workforce budgets.

• Provide guidance and leadership on complex employee relations matters.

• Partner with facility leaders regarding performance management, disciplinary actions, investigations, workplace conflicts, and employee complaints.

• Ensure…