Vice President HR Business Partners

The Vice President, HR Business Partners reports to the CHRO and is a strategic HR leader responsible for driving organizational performance, workforce effectiveness, and cultural transformation across the hospital system. This role oversees the HR Business Partner, compliance, onboarding, and employee relations functions within the Human Resources division, ensuring alignment with organizational goals, regulatory requirements, and HR best practices.

As a trusted advisor to senior leadership, the VP supports workforce planning, talent strategies, and organizational initiatives that drive operational excellence, employee engagement, and long-term growth. The ideal candidate is a collaborative, data-driven leader with strong healthcare HR expertise and a proven ability to lead teams in complex healthcare environments.

This position requires a minimum of ten (10) years of progressive healthcare Human Resources Business Partner leadership experience.

Salary Information
Pay is dependent on applicant's relevant experience.
Hiring Range (Based on 40 hours worked per week): $260,000 - $300,000

Minimum Qualifications:

This role requires significant, progressive experience as an HR leader within a healthcare environment. Ideal candidates should have operated at an enterprise or system level, partnering closely with senior and executive leaders and influencing organization-wide strategy.

Applicants must possess a minimum of ten (10) years of progressive healthcare Human Resources Business Partner leadership experience to be considered. Executive-level leadership experience, such as Vice President or equivalent scope, is strongly preferred.

• Education: Bachelor's degree in human resources, Business, Communications, or other related field.
  • Master's Degree in related field preferred.
• Experience: Ten (10) years of experience as an HR leader in a healthcare environment, supporting senior leadership and executives
  • Experience at an executive level (e.g., Vice President or equivalent scope) is strongly preferred
• Equivalency: A higher level of education may be considered as a substitute for required experience, beyond stated requirements, on a year-for-year basis.

Key Responsibilities:

An employee in this position may be called upon to do any or all the following essential functions. These examples do not include all the functions which the employee may be expected to perform.

• Develops and implements a forward-looking vision for HR business partnerships, compliance, and employee relations that aligns with the organizational strategy. Leads the creation of strategic plans, annual objectives, and performance metrics to ensure consistent execution and regulatory compliance across the system.
• Leads the design and deployment of strategies that support organizational goals and enhance performance across the system of care. Ensures HR business partner teams deliver consistent, high-impact support, while driving innovation and continuous improvement in HR processes, tools, and service delivery models.
• Oversees strategic workforce planning efforts, developing actionable HR strategies to address both immediate and long-term talent needs. Aligns workforce initiatives with business priorities to ensure organizational agility and sustainability.
• Serves as a strategic advisor to senior leadership on talent management, including assessments, succession planning, performance optimization, and career development. Collaborates with HR peers and business leaders to build robust talent pipelines and leadership capabilities.
• Leads the development of HR and business metrics, leveraging data-driven insights to inform executive decision-making. Uses analytics to identify emerging talent trends, assess organizational health, and guide strategic interventions.
• Partners with HR and business leaders to drive organizational design, change management, and culture initiatives. Champions a culture of continuous learning, feedback, and performance excellence across the enterprise.
• Designs and evolves the organizational structure of HR functions to support strategic goals and optimize service delivery. Oversees operational execution, resource planning, and resolution of escalated service and customer experience issues.
• Serves as executive sponsor for major HR projects, advising senior leadership on operational implications of strategic decisions. Establishes and enforces enterprise-wide HR policies to ensure consistency, compliance, and operational excellence.
• Leads communication efforts across the system of care regarding HR vision, strategic initiatives, and high-impact projects. Ensures alignment and engagement across all levels of the organization through clear, consistent messaging.
• Builds and maintains strong relationships with internal executives and external partners to advance strategic and operational HR initiatives. Serves as a trusted partner in driving organizational success.
• Sets strategic and annual goals for HR leaders and teams, providing clear direction, coaching, and development opportunities. Oversees performance management processes, including feedback, evaluation, and resolution of disciplinary matters for HR functions.
• Holds ultimate accountability for financial management within assigned HR functions, including forecast planning and approval of key resource decisions.
• Ensures HR functions operate in full compliance with federal, state, and local regulations. Promotes a culture of accountability, ethical conduct, and proactive risk management across the system of care.

Benefits Information
Here, you matter. As a Children's Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, paid parental leave, 403b employer match (retirement savings), a robust wellness program, and access to professional development tools, including an education benefit to help you advance your career.

As part of our Total Rewards package, Children's Colorado offers an annual employee bonus program that rewards eligible team members based on organizational performance. If organizational goals are met for the year, the bonus is paid out the following April.

Children's Colorado delivers annual base pay increases to eligible team members based on their performance over the previous year.

EEO Statement
It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation. Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information. The position is expected to stay open until the posted close date. Please submit your application as soon as possible as the posting is subject to close at any time once a sufficient pool of qualified applicants is obtained.

Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of attendance at or graduation from an educational institution. You will not be penalized for redacting or removing this information.