Group Vice President - Human Resources

summitbhc; United States; On-site; USD 170,000 - 260,000; Full time

Job summary

Summit Behavioral Healthcare in Franklin, Tennessee, seeks a Group Vice President - Human Resources to lead the people strategy across our behavioral health operations.

You will partner with the Group President and senior leaders to drive talent management, engagement, retention, and workforce planning while building a high-performing HR organization across markets and facilities.

Qualifications

• Senior HR advisor translating business priorities into actionable people, organizational, and workforce strategies.
• Lead HR delivery across markets and facilities with alignment to enterprise HR strategy.
• Develop workforce planning, engagement, and retention initiatives.

Responsibilities

• Serve as the senior HR advisor to the Group President and senior operations leadership.
• Establish MOR operating cadence to review retention, engagement, workforce metrics and leadership accountability.
• Lead the people strategy for growth, restructuring, and acquisitions affecting markets and facilities.

Job description

Group Vice President - Human Resources | Summit Healthcare Mgmt | Franklin, Tennessee

About the Job:

PURPOSE STATEMENT:

Summit Behavioral Healthcare is a leading provider of behavioral healthcare services, operating a growing network of acute psychiatric hospitals and substance use disorder treatment facilities across the United States. Our mission is to improve the lives we touch by providing high-quality, compassionate behavioral healthcare. Summit is committed to building a culture that attracts, develops, engages, and retains exceptional employees and leaders who share our commitment to the patients, families, and communities we serve.

The Group Vice President-Human Resources serves as the senior Human Resources executive and strategic people advisor to the Group President and senior operations leadership for an assigned division of Summit Behavioral Healthcare. Reporting to the Chief Human Resources Officer, this role is responsible for developing and executing the Group's people strategy, leading HR delivery across assigned markets and facilities, and ensuring workforce priorities are aligned with operational and organizational objectives. The Group VP-HR provides strategic and operational leadership across employee retention and engagement, talent and leadership development, workforce planning, organizational effectiveness, employee relations, and HR operations while developing a high-performing field HR organization capable of supporting Summit's continued growth and evolution.

Roles and Responsibilities:

ESSENTIAL FUNCTIONS:

Strategic HR Partnership and Operational Leadership

• Serve as the senior HR advisor to the Group President and senior operations leadership, translating business priorities into actionable people, organizational, and workforce strategies across assigned markets and facilities.
• Exercise appropriate HR decision-making authority across the Group, providing consistent, timely, and business-oriented guidance while ensuring alignment with enterprise HR strategy, organizational objectives, and applicable employment requirements.
• Establish a regular MOR operating cadence with Group and regional leadership to review retention, engagement, workforce, employee relations, staffing, and other key people metrics, identifying areas requiring intervention, action planning, and leadership accountability.
• Proactively identify workforce risks, organizational challenges, and emerging trends, partnering with Operations to develop and execute measurable action plans that improve workforce stability and operational performance.
• Lead the people strategy associated with organizational growth, restructuring, leadership changes, new programs, acquisitions, and other business initiatives impacting assigned markets and facilities.

Culture, Employee Engagement and Retention

• Own the Group's employee retention strategy and partner with operational leaders to achieve established retention goals, ensuring targeted action plans are developed and executed for facilities, markets, departments, or leaders performing below expectations.
• Lead employee engagement strategies across the Group, ensuring engagement survey results, employee feedback, and other indicators are translated into measurable leadership action plans and sustained improvements in the employee experience.
• Analyze trends across recruitment, onboarding, employee relations, engagement, retention, and offboarding to identify root causes of workforce challenges and implement improvements throughout the employee lifecycle.
• Partner with operational leaders and HR teams to strengthen organizational culture, leadership accountability, employee recognition, communication, and the overall employee experience across assigned markets and facilities.
• Collaborate with Operations, Talent Acquisition, HR Centers of Excellence, and field HR to implement strategies that strengthen Summit's employment value proposition and advance the organization's goal of becoming an employer of choice.

Talent, Leadership Development and Organizational Capability

• Partner with the training department leadership, senior operations leadership, and HR leadership to design, build, and implement scalable talent management, leadership development, performance management, succession planning, and organizational development practices.
• Lead Group-level talent reviews and succession planning processes, identifying high-potential employees, critical roles, leadership gaps, and development priorities while measuring progress in building internal leadership pipelines and organizational bench strength.
• Build leadership capability across the division through targeted training, coaching, and development focused on effective people leadership, performance management, employee engagement, retention, accountability, change leadership, and organizational effectiveness.
• Strengthen talent selection practices by partnering with Talent Acquisition and Operations to implement behavioral interviewing, str