US Anesthesia Partners is the highest-quality single-specialty anesthesia practice in the United States, with over 6,000 employees distributed across 12 states. Our clinical and non-clinical staff support each other as they work toward a common vision: Empowering people to advance exceptional care. 

HUMAN RESOURCES MISSION

Our Human Resources team engages and retains our talent through intentionally building an exceptional experience for all our employees. To achieve this, our team is currently focused on five key pillars:

• Building leadership effectiveness- Delivering an exceptional employee experience by forging the company’s leadership culture
• Championing a purpose driven culture- Aligning our Business and People strategy
• Co-creating the talent strategy- Building a Talent strategy that is specific to our company and underpins how we assess, develop, and promote talent.
• Building strategic partnership capabilities- Building an integrated, strategic partnership with HR and our Business Leaders
• Delivering an exceptional employee experience- Listening, building, and delivering towards the wellbeing of our employees.

We believe people are the lifeline of our business and ensuring the Business and People strategies are aligned is key to our organization’s culture and success.

POSITION SUMMARY:

The Vice President of Human Resources is a strategic and operational leader who influences our HR strategy to ensure it continuously meets the needs of USAP’s clinical and non-clinical team members and drives this strategy forward within our teams. The VP exhibits, champions, and supports the USAP Way Principles: Accountable, Intentional, Proactive. This role is pivotal to our efforts to attract, grow and retain top talent, while cultivating a people-first culture where every employee feels valued, included and equipped to thrive. As a key member of our leadership team, the VP of HR will helps shape the employee experience, drive meaningful engagement, and ensure our culture remains a powerful driver of our success.

Since this role is a direct interfacing role with both the clinical and MSO teams, the role requires someone adept with balancing competing priorities that isn’t afraid to roll-up their sleeves, leverage HR Operational resources and be able to translate corporate guidance to the local market. The Vice President should approach the work with providing an exceptional employee experience in mind. As such, building trust and rapport with operational and clinical leaders is imperative.

COMPETENCIES TO ENSURE SUCCESS IN THE ROLE:

The successful candidate requires:
• Strategic Consulting: Approach with a consultative problem-solving view; project and risk management awareness.
• Business Acumen: Strong understanding of how a business operates and delivers value, along with the ability to align HR strategies with overall business goals.
• Operational Acumen: Ability to lean into daily operational challenges and work with local leadership to improve business workstreams and outcomes.
• Analytical Approach: Experience in creating, analyzing and using data to tell a story; ability to drive process improvement workstreams and challenge status quo.
• Proactive: Think ahead and anticipate challenges and opportunities
• Accountable: Make and uphold commitments.
• Intentional: Take planful, purposeful action.
• Conflict Resolution: Ability to manage complex interpersonal dynamics while mediating conflict.
• Influencing without Authority: Able to influence behavior and culture alignment through partnership, not authority.
• Strategic Talent Management: In conjunction with the COEs, develop and/or recommend strategies to attract and retain employees.
• High EQ: Navigate strong personalities and high-stakes environments with empathy and tact; ability to maintain focus and purpose under pressure.
• Clear, transparent communication: Be able to convey complex information and decisions in a respectful and concise way.
• Change Management: Ability to lead change initiatives that impact the business.
• Resilience: Ability to recover from setbacks, adapt to change and drive for results to achieve outcomes.

KNOWLEDGE/SKILLS/ABILITIES (KSAs):

• Bachelor’s degree in human resources management, business administration, or related field required. Advanced degree preferred.
• Minimum ten (10) years in a senior human resources leadership position, preferably in healthcare.
• Experience executing on organizational strategy and supporting/partnering with executive leaders.
• Track record of being a credible and respected senior leader whose input is sought and valued within the broader business context.
• Ability to deliver results and work within ambiguity and successfully manage unresolved situations, frequent changes, or unexpected events.
• Experience leading teams with the technical, operational, and business skills needed to deliver on business mandates.
• Success in building and mentoring a team to achieve and improve levels of performance including having not only attracted, retained, coached, and developed individuals, but also having taken appropriate and timely decisions to improve the effectiveness of the team overall.
• Unquestioned integrity to effectively diagnose and address sensitive HR issues.
• Some travel required (routine meetings, other platform visits)

*The physical demands described here are representative of those that may need to be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Occasional Standing
• Occasional Walking
• Frequent Sitting
• Frequent hand, finger movement
• Use office equipment (in office or remote)
• Communicate verbally and in writing