Senior Vice President, Compensation & HR Operations

Overview

The Senior Vice President, Compensation & HR Operations is a key member of the Human Resources leadership team and serves as the enterprise leader responsible for advancing VNS Health's compensation strategy, HR operations, and organizational effectiveness. This executive will oversee Compensation, HRIS, HR Connect (Shared Services), and Organization Design/Leveling Frameworks to deliver a fully integrated approach that ensures competitiveness, equity, efficiency, and financial stewardship.

The SVP will also spearhead AI-enabled HR transformation, leveraging automation and intelligent workflows to modernize service delivery and strengthen workforce decision-making. This leader will play a critical role in shaping employee experience, strengthening engagement, and driving organizational performance in alignment with VNS Health's mission and strategy. Reporting to the Chief People Officer, the SVP will be a strategic partner to the CEO, CFO, CPO, business leaders, HRBPs, and Employee Relations, advising on compensation strategy, pay practices, and governance.

• Generous paid time off (PTO), starting at 30 days of paid time off and 9 company holidays
• Health insurance plan for you and your loved ones, Medical, Dental, Vision, Life Disability
• Employer-matched retirement saving funds
• Personal and financial wellness programs
• Pre-tax flexible spending accounts (FSAs) for healthcare and dependent care
• Generous tuition reimbursement for qualifying degrees
• Opportunities for professional growth and career advancement
• Internal mobility, generous tuition reimbursement, CEU credits, and advancement opportunities

• Lead enterprise-wide cash compensation strategy, including base pay structures, salary ranges, incentive design, retention strategies, and recognition programs.
• Partner with HRBPs, Employee Relations, and business leaders to ensure programs are market-competitive, equitable, and aligned with performance outcomes.
• Provide analysis and data to the CPO for Compensation Committee on executive pay, incentive plan design, and governance matters.
• Oversee market benchmarking, pay equity, compa-ratio modeling, and range penetration analysis.
• Partner with Finance to model the financial impact of compensation programs, ensuring alignment with budgets and sustainability goals.

• Ensure compensation programs are integrated with broader employee engagement strategies to support retention and cultural alignment.
• Partner with HRBPs and Employee Relations to gather workforce feedback and use data-driven insights to evolve compensation and HR service delivery.
• Build communications and change management strategies to clearly articulate compensation philosophy and program value to employees and leaders.
• Leverage HR Connect to deliver consistent, transparent, and accessible HR services, enhancing the day-to-day employee experience.

• Drive the design and governance of an enterprise-wide job architecture and leveling framework, ensuring consistency, fairness, and transparency.
• Partner with HRBPs and business leaders to simplify structures, reduce complexity, and create clear career pathways.
• Lead organizational reviews to identify opportunities for delayering, span-of-control optimization, and structural efficiency.
• Ensure incentive eligibility and compensation governance are directly tied to the level framework.

• Lead HR Connect, ensuring seamless delivery of core HR processes such as employee data management and HR compliance reporting.
• Establish service delivery standards, SLAs, and KPIs, with accountability to employees, managers, and HRBPs.
• Partner with IT and HRIS to implement automation, AI-enabled workflows, and employee self-service adoption, freeing HRBPs to focus on talent strategy.

• Provide strategic oversight of HR technology platforms (Workday, iCIMS, and others), ensuring systems support compliance, scalability, and advanced analytics.
• Partner with IT, Legal, and Finance to ensure secure data governance and seamless integration across platforms.
• Build workforce analytics dashboards that inform leadership decisions on pay, headcount, turnover, overtime, span of control, and organizational health.

• Co-lead HR's enterprise AI roadmap, partnering with the Chief People Officer and Technology to design and implement AI-driven tools that improve HR service delivery, decision-making, and workforce planning.
• Shift HR Connect away from contact-center-dependent service models, driving adoption of AI-enabled self-service, workflow automation, and intelligent case routing.
• Lead the integration of AI capabilities into compensation, HR operations, and job architecture, ensuring technology accelerates accuracy, scalability, and compliance.
• Partner closely with the Benefits team to evaluate and implement AI solutions that improve benefits…