Located in:

Evesham, New Jersey 08053

The Senior Vice President, Human Resources serves as the enterprise-wide strategic and operational leader for all human capital functions across Consensus Health. This role is responsible for setting and executing the overall HR strategy to support growth, scaling, compliance, operational excellence, and culture across a healthcare organization.

The SVP of Human Resources provides executive-level leadership across People Operations, HR Business Partnering, Talent Acquisition, Total Rewards, HR Compliance, Employee Relations, HR Systems (HRIS/HCM), Payroll, and Workforce Analytics. The role partners closely with executive leadership, legal, finance, operations, and practice leadership to ensure people strategies are aligned with business objectives, regulatory requirements, and organizational values.

This position is hybrid out of Marlton, NJ.

What Success Looks Like

Beyond the functional responsibilities of the role, success for the Senior Vice President of Human Resources at Consensus Health is defined by the culture they help build and the organization they enable.

At its core, success means establishing and continuously strengthening an environment where people are proud to work, deeply connected to our mission, and motivated to show up each day ready to serve others—our patients, our providers, and each other. At Consensus, we often say we are “better together,” and this role is central to bringing that belief to life across the organization.

This leader will:

• Build a unified, performance-driven culture that aligns teams across practices and corporate functions while preserving the independence and identity of our providers

• Foster a strong sense of purpose and belonging, where employees understand how their work contributes to better patient outcomes and a stronger healthcare system

• Develop leaders at every level who are accountable, engaged, and equipped to drive both results and culture

• Create a workplace that attracts and retains top talent because of its clarity, energy, and commitment to excellence

• Ensure that our people strategy is not only supportive of the business, but a true driver of growth, performance, and long-term value

Ultimately, success in this role is measured not just by HR execution, but by the strength of our culture, the engagement of our people, and the consistency with which our organization delivers on its mission.

Duties and Responsibilities

The duties include, but are not limited to:

Strategic Leadership & Enterprise HR Strategy

• Develop and execute a comprehensive enterprise HR strategy aligned with Consensus Health’s growth, value-based care model, and operational goals.

• Serve as a trusted advisor to the executive leadership team on organizational design, workforce strategy, succession planning, culture, and change management.

• Build a scalable, high-performing HR organization that supports corporate, MSO, and practice-level needs.

People Operations & HR Business Partnering

• Provide executive oversight of People Operations, HR Business Partners, and shared services supporting practices and corporate teams.

• Ensure consistent, compliant, and high-quality HR service delivery across all locations and entities.

• Lead employee engagement, performance management, employee relations, and leadership development initiatives.

Talent Acquisition, Workforce Planning & Development

• Oversee enterprise-wide talent acquisition strategies, including provider recruiting, corporate talent, and leadership hiring.

• Partner with leadership to design workforce plans that support growth and expansion.

• Champion leadership development, management training, and succession planning across the organization.

Total Rewards & Compensation Strategy

• Lead the design and governance of competitive, cost-effective total rewards programs, including compensation, benefits, incentives, PTO, and retirement programs.

• Monitor market trends and make compensation and benefit recommendations aligned with budgetary and business objectives.

HR Compliance, Risk & Employee Relations

• Ensure enterprise-wide compliance with federal, state, and local employment and healthcare regulations.

• Oversee investigations, employee relations matters, disciplinary guidance, and regulatory reporting in partnership with Legal and operational leaders.

• Establish and maintain standardized policies, handbooks, and HR governance frameworks.

HR Systems, Payroll & Analytics

• Provide executive oversight of HRIS/HCM platforms (e.g., Workday), payroll, reporting, and workforce analytics.

• Assist with enterprise HR systems implementations, integrations, and optimizations to support scalability, data accuracy, and reporting.

• Establish HR KPIs and dashboards to inform leadership decision-making.

Qualifications or Education, Training and Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred.
• SPHR, SHRM-SCP, or equivalent senior HR certification preferred.
• 12+ years of progressive HR leadership experience, including senior or executive-level responsibility.
• Significant experience in healthcare, multi-site, MSO, or high-growth environments.
• Demonstrated success leading enterprise HR operations, systems, compliance, and people strategy.

Knowledge and Skills/Expected Competencies

• Strong strategic, analytical, and operational leadership capabilities.

• Deep knowledge of employment law, HR compliance, and healthcare regulatory environments.

• Proven ability to influence at the executive level and lead complex, cross-functional initiatives.

• Excellent communication, judgment, and change leadership skills.

Featured Benefits:

• Health, dental, and vision insurance.

• 401K with automatic employer contribution.

• PTO and Paid Holidays.

• Company paid Life Insurance.

• Access to voluntary short and long-term disability insurance.

• Access to additional life insurance.

• Access to a variety of Wellness programs. 

The compensation range for this position is $175,000– $235,000 annually. Annual performance-based bonus opportunity. Participation in equity incentives pool. Compensation is based on the level and requirements of the role. 

Salary within our ranges may also be determined by your education, experience, knowledge, skills, abilities, and location, as required by the role, as well as internal equity and alignment with market data.