Are you interested in leading the transformation of cancer care through putting world-leading scientific data and knowledge in the hands of doctors and other members of the medical team? Do you have a passion for solutions that empower patients to take charge of their care and bring world-class solutions to winning the cancer battle? If so, join our growing team at VieCure, the company that promises to revolutionize the way cancer care is delivered.
We are now seeking a VP, Human Resources to serve as a strategic advisor and business partner to the CEO and executive team. As the senior‑most HR leader, the VP HR is responsible for designing, implementing, and scaling a modern, professionalized People function that will support the company’s current operations and its future growth ambitions.
The VP Human Resources will lead the development and execution of a comprehensive People Strategy—encompassing talent acquisition, organizational design, culture, compensation, compliance, and workforce planning—aligned to the company’s mission, values, and business objectives.
The VP Human Resources will shape the organizational structure, define future-state talent needs, and coach leaders across all levels to build a high‑performing, engaged, and agile workforce in a rapidly evolving environment.
Key Responsibilities
- Build, lead, and continuously evolve a fully professionalized HR function—including Talent Management, Talent Acquisition, Organizational Development, Total Rewards, HR Operations, and Employee Relations.
- Develop and execute a holistic People Strategy that supports the company’s short, mid, and long‑term growth, while preserving entrepreneurial spirit and cultural identity.
- Act as a trusted advisor to the CEO and Executive Team on organizational effectiveness, workforce planning, and leadership development.
- Lead organizational design efforts to ensure structures, roles, and capabilities are optimized for scalability and future growth.
- Oversee change management initiatives to enable successful adoption of new org structures, roles, and business processes.
- Drive enterprise-wide initiatives including succession planning, competency modeling, and performance management.
- Lead recruitment strategies to attract, assess, and retain top talent across technical, operational, and leadership roles.
- Oversee in‑house and external recruiting resources to support rapid hiring needs while safeguarding candidate experience and organizational brand.
- Design and implement hiring policies, processes, and tools—including interviewing frameworks, onboarding programs, and career pathways.
- Foster a high-trust, high-performance culture by implementing programs that promote employee engagement, recognition, communication, and collaboration.
- Serve as a cultural ambassador, ensuring HR practices reinforce company values and drive a positive, inclusive employee experience.
- Ensure HR operations including HRIS, benefits administration, recordkeeping, and reporting—are accurate, efficient, and scalable.
- Oversee compensation and benefits strategy, ensuring competitiveness and alignment with business goals.
- Maintain compliance with all applicable employment laws and regulations (federal, state, and local).
- Create consistent, standardized HR policies, processes, and documentation that protect the organization and enhance fairness and transparency.
- Lead and mentor a team of HR professionals, setting clear expectations, developing capabilities, and ensuring operational excellence.
- Establish HR metrics and dashboards that inform decision‑making, measure progress, and improve organizational performance.
Scope (Financial)
To be confirmed according to the Delegation of Authority policy.
Education / Qualification
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required.
- Master’s degree preferred.
- SHRM‑CP, SHRM‑SCP, SPHR, or similar professional HR certification preferred.
- Demonstrated success in senior HR leadership roles developing and executing people strategies in dynamic, high‑growth environments.
Experience
- Extensive HR leadership experience within fast‑paced, evolving industries (experience in Pharma, Health Sciences, or MedTech is highly desirable).
- Proven track record building and scaling HR functions in entrepreneurial or high‑growth companies (100–500 employees ideal).
- Experience advising executive teams, fostering strong cross-functional partnerships, and influencing senior leadership.
- Successful management of large-scale recruitment, workforce planning, and talent development initiatives.
- Strong knowledge of U.S. federal and state employment laws and HR compliance requirements.
- Experience with HRIS platforms, benefits administration (401(k), health insurance), compensation programs, employee relations, and policy development.
Behavioural Competencies
- Exceptional interpersonal, coaching, and relationship‑building skills.
- High integrity and sound judgment; able to manage sensitive and confidential information with professionalism.
- Strong organizational, planning, and project management capabilities.
- Comfortable navigating ambiguity and leading through change.
- Resilient, steady under pressure, and skilled at balancing strategic vision with hands‑on execution.
- Collaborative partner with strong written, verbal, and presentation skills.
- Change leader who champions innovation and empowers others to embrace new ways of working.
- Culturally sensitive, can read the room and adapt style and behaviors accordingly
Technical Competencies
- Strategic thinker with ability to translate business plans into actionable People initiatives.
- Demonstrated financial acumen, including cost/benefit analysis, budgeting, and ROI assessment for HR initiatives.
- Familiar with HR tech; Salary benchmarking tools, HRIS implementations, Psychometric tools.
- Skilled in organizational design, change management, and scaling workforce infrastructure.
- Strong command of HR best practices, policies, processes, and governance.
- Skilled communicator capable of articulating HR strategies at both executive and operational levels.
- Continuous improvement mindset with proven ability to elevate processes, systems, and organizational effectiveness.
