Vice President, Solutions

Founded in 2014 and formerly Southern Veterinary Partners and Mission Veterinary Partners, the now Mission Pet Health supports 970+ animal hospitals, specialty practices, urgent care locations, and pet resorts across 43 states, with more than 22,000 teammates. Mission exists to serve veterinarians and hospitals, not the other way around. Hospitals retain medical autonomy under local veterinary leadership, and the home office exists to remove obstacles from their path.

Our WAG culture defines how we work:
Work Together
, Amaze
, and Grow
. That culture has been recognized externally, including a #1 ranking in Healthcare on America's Most Loved Workplaces and seven consecutive years on the Inc. 5000.

The Vice President, People Solutions, leads the enterprise HR business partner function together with the talent management and organizational effectiveness capabilities that support it. Reporting to the Chief People Officer, this executive is accountable for the effectiveness with which 22,000+ teammates are led, developed, deployed, and retained.

The successful candidate will establish a consistent field HR support model, a durable enterprise talent management system, and a disciplined approach to organizational design as the network continues to grow.

PRIMARY RESPONSIBILITIES

Human Resources Business Partnership

• Own the HR business partner organization supporting 970+ locations across 43 states and home office functions, structured around three regional field organizations (West, North, East), each led by a Regional HR Director accountable for field HR generalist coverage, a proactive support model, service standards, and an escalation framework.
• Establish the operating rhythm between HR and business leadership, including workforce and labor planning, talent reviews, and engagement action planning aligned to the operating calendar.
• Advise executive and field leadership on organizational structure, role design, talent planning, and leadership team effectiveness.
• Support integration of acquired hospitals, including leadership assessment, role mapping, retention planning, and transition to the Mission operating model.
• Own the New Employee Support Team, delivering a tiered onboarding model — concierge support for DVMs and hospital managers, self-service for all other roles — and extending the same integration playbook to onboard newly acquired hospitals onto Mission systems, policies, and benefits.

Talent Management and Succession

• Own the enterprise talent management system, including performance management, calibration, talent review, succession planning, and career pathing across clinical and non-clinical tracks.
• Lead talent review and succession planning for the critical roles, producing a documented view of bench strength, key person risk, and readiness.
• Build career architecture for hospital roles, including the credentialed technician ladder, hospital manager progression, and pathways from clinical roles into leadership.
• Partner with the VP, Learning & Development, to prioritize and resource leadership development for people leaders enterprise-wide, translating talent review and succession insights into development priorities, with particular emphasis on first-time hospital leaders.

Organizational Effectiveness

• Establish an organizational design practice addressing spans and layers, role clarity, decision rights, and structural options analysis for reorganizations and integration activity.
• Lead workforce planning with Finance and Operations, including veterinarian and technician capacity modeling, labor cost management, and staffing model design.
• Direct change management for enterprise people initiatives, including communication planning, manager enablement, and adoption…