Vice President, Human Resources - Remote

DescriptionThe RoleYou’ll operate as a business leader first and an HR expert second: partnering with seniorleaders to solve real organizational problems, building talent systems that compound overtime, and stewarding a culture that is one of Ensemble’s most important competitiveadvantages. The role is intentionally weighted toward people strategy — talent acquisition,development, engagement, and retention — while also owning the HR operations,compliance, and employee relations work that keeps a multi-state, multi-site businessrunning well.Key ResponsibilitiesTalent & Culture (~70%)Design and lead a proactive talent acquisition strategy: building pipelines for frontline roles and leadership positions, developing compelling employer value propositions, and establishing structured, bias-aware hiring processesBuild and oversee an enterprise learning and development strategy covering onboarding, role-specific skill building, leadership development, and continuous growthDefine, articulate, and steward Ensemble’s culture and values, ensuring they are embedded in hiring, onboarding, performance management, and leadership behaviorLead the annual engagement survey and action planning cycle; surface early signals of engagement risk and recommend interventionsDevelop and manage a comprehensive retention strategy addressing compensation competitiveness, career pathing, manager quality, and working environmentDesign and administer the performance management framework (goal setting, feedback, reviews, and calibration) that drives accountability and development in equal measureLead succession planning for critical roles across the organizationHR Operations (~30%)Oversee total rewards programs, including base pay, variable incentives, and benefits, including annual compensation reviews, market benchmarking, and pay equity analysisEnsure HR practices and employment decisions comply with applicable federal, state, and local law (FMLA, ADA, FLSA, EEO, OSHA) across a multi-state operating environmentWork with Legal & Compliance to maintain the employee handbook, policies, and standard operating procedures, and partner with Legal and/or outside counsel on escalated employment mattersOversee workplace investigations — such as harassment, discrimination, and policy violations — with objectivity and timely resolutionOversee HRIS platforms, workforce data integrity, and reporting accuracy Equip managers with the skills and confidence to address employee issues early, fairly, and consistentlyRequirements15+ years of progressive HR leadership experience, with at least 5 years in a senior HR role (VP, Director, or equivalent) with broad functional accountabilityDemonstrated HR leadership in service-oriented industries, such as hospitality, healthcare, education, retail, logistics, professional services, or similar; anywhere where workforce quality directly drives customer experienceExperience scaling HR infrastructure in a high-growth, multi-site environmentProven track record building talent acquisition functions in high-volume and/or multi-site environmentsHands-on experience designing L&D programs and retention strategies with measurable outcomesSolid experience managing total rewards, employee relations, and multi-state HR complianceStrong business judgment: connects people strategy to business outcomes and communicates in business languageDrives change through persuasion, relationship-building, and credibility, rather than policy enforcementExcellent communication skills at all levels, from frontline employees to executive stakeholdersHighly organized and able to prioritize and execute in a fast-paced, distributed environment PreferredExperience supporting M&A activity and integrating acquired businesses and their peopleFamiliarity with arts education, performing arts, or mission-driven organizationsProficiency with HRIS platforms (e.g., Workday, Paycor, UKG, Dayforce/Ceridian) and workforce analyticsSHRM-SCP, SPHR, or equivalent senior HR certification