The Opportunity
Formula Wellness is rapidly scaling through clinical acquisitions. Many of the newly acquired locations have yet to be fully integrated into the broader platform. The VP of Human Resources will be responsible for stabilizing the people operations foundation, accelerating clinic integration, streamlining pay and benefits, and reducing turnover across a predominantly clinical and aesthetics-focused workforce—including physician assistants (PAs), nurse practitioners (NPs), and aestheticians.
Top Priorities:
Accelerate Integration
- Develop and implement a repeatable M&A people integration playbook—from diligence to Day 1 to Day 100. Consolidate local processes into the Formula model and migrate all locations into a single HRIS/payroll system (ADP) with accurate, standardized data.
Reduce Turnover, Build Bench Strength
- Build out clinical/aesthetics recruiting capability and upskill managers to reduce regrettable attrition and remove single points of failure.
Rebuild Compensation Framework
- Establish compensation bands, standardize job titles, launch an annual merit cycle, and resolve pay inequities across legacy entities.
Centralize Policy & Communication
- Publish a comprehensive employee handbook and launch an internal portal/intranet for policies, FAQs, onboarding tools, and HR resources.
Design and Grow the HR Team
- Lead a lean HR team (currently 1 HR Manager) and scope the addition of a Recruiter as hiring volume increases. Sequence team expansion based on hiring demand and service level targets.
What You’ll Do
- HR Leadership: Own the full HR function across a multi-state clinic network—including people operations, HR business partnering, talent acquisition, total rewards, employee relations, and compliance.
- Shared Services: Implement scalable HR workflows from intake through resolution. Maintain accurate records, org charts, and reporting cadence.
- Compensation & Benefits: Manage market benchmarking, salary bands, annual merit and incentive processes, and ensure benefits administration is accurate and timely.
- Talent Acquisition: Oversee hiring for both clinical and non-clinical roles, with a focus on PAs, NPs, and aestheticians. Set funnel KPIs and recruiter productivity standards.
- Manager Effectiveness: Coach leaders on employee relations, drive consistent performance management, and improve candidate/employee experience across locations.
- Compliance: Ensure compliance with all federal, state, and local employment laws, as well as healthcare-specific regulations such as HIPAA and OSHA.
- Change Leadership: Partner with the CEO and CFO on organization design, workforce planning, and communication strategies during integrations and periods of growth.
Success Metrics
- Integration: 100% of clinics live on ADP with standardized codes and funding accuracy ≥ 99.5%.
- Turnover: ≥ 20% reduction in priority roles within 12 months; time-to-productivity for new sites ≤ 60 days.
- Compensation: Pay bands in place; ≥ 95% of employees mapped; annual merit cycle executed on time and within budget.
- Policy & Access: Intranet and manager toolkit launched; ≥ 90% of employees acknowledge policies within 30 days.
- Service Delivery: HR service tickets resolved within SLA ≥ 90%; clinic manager satisfaction score ≥ 4.5/5.
Ideal Candidate Profile
- Experience: 10+ years of senior HR leadership in multi-site healthcare, medical aesthetics, or retail health environments. Hands-on M&A integration experience is a must.
- Systems: Strong expertise in HRIS/payroll platforms (especially ADP), with a focus on data hygiene and multi-entity management.
- Talent & Retention: Proven ability to recruit clinical and non-clinical talent and implement initiatives to reduce turnover.
- Compensation & Benefits: Experience designing compensation architecture, managing pay equity, and running annual merit programs.
- Change Agent: Strong communicator who can influence and lead across diverse clinical personalities and geographies.
- Education: Bachelor's degree required; HR certifications preferred.
Team, Location & Travel
- Team: 1 direct report (HR Manager) at the outset; plan for a Recruiter hire as hiring volume grows.
- Location: Based in Dallas HQ
- Travel: Light-to-moderate travel to clinical locations, depending on integration activity.
