Phaxis
Senior Vice President, Compensation & HR Operations
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. 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. Employee Engagement & Workforce Experience
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. Organization Design & Job Architecture
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. HR Operations & Shared Services
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. HRIS & Workforce Analytics
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. AI-Enabled HR Transformation
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-centerdependent 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 navigation, employee support, and proactive outreach. Ensure HR teams embrace technology and AI, establishing training, adoption strategies, and change management that foster a culture of digital fluency. Use AI-driven analytics to identify trends in pay, turnover, workforce health, and organizational risks, enabling faster, more predictive decision-making across HR and Finance. Cross-Functional & Enterprise Leadership
Serve as a trusted partner to HRBPs, Employee Relations, Finance, Legal, IT, and business leaders, ensuring compensation, structures, and HR operations are integrated with organizational strategy. Provide thought leadership in M&A, integrations, and partnerships, aligning compensation structures and HR operations across acquired entities. Represent VNS Health externally with regulators, consultants, and industry groups to ensure compliance, influence policy, and benchmark practices. Lead and develop a team of directors, managers, and professionals across Compensation and HR Operations, fostering collaboration, accountability, and innovation Qualifications
15+ years of progressive HR leadership experience, with significant expertise in compensation, HR operations, and organization design. Deep understanding of cash compensation strategy, incentive design, and healthcare labor market practices. Strong experience with employee engagement strategies and building workforce value propositions. Proven success implementing job architecture frameworks, delayering initiatives, and organizational efficiency improvements. Hands-on leadership of HRIS and shared services delivery in complex organizations. Strong financial acumen and ability to partner with Finance on program cost modeling and forecasting. Bachelor's degree required; advanced degree (MBA, MS HR, or JD) and/or CCP certification strongly preferred. Strategic Advisor:
Influences C-suite and senior leadership with credibility and data-driven recommendations. Integrator:
Aligns compensation, HRBPs, Employee Relations, and Finance into a cohesive enterprise strategy. Employee-Centric Leader:
Ensures compensation and operations support engagement, retention, and fairness. Organizational Architect:
Builds sustainable frameworks for structure, levels, and pay governance. Change Leader:
Champions HR digital transformation, simplification, and employee self-service adoption. Impact of the Role
The SVP, Compensation & HR Operations will ensure VNS Health has market-competitive pay programs, efficient and scalable HR operations, and an engaged, high-performing workforce. By aligning compensation strategy, organizational structures, HR systems, digital transformation, and employee experience with business goals, this role directly supports our ability to deliver high-quality care to the diverse communities we serve across New York.
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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. 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. Employee Engagement & Workforce Experience
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. Organization Design & Job Architecture
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. HR Operations & Shared Services
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. HRIS & Workforce Analytics
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. AI-Enabled HR Transformation
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-centerdependent 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 navigation, employee support, and proactive outreach. Ensure HR teams embrace technology and AI, establishing training, adoption strategies, and change management that foster a culture of digital fluency. Use AI-driven analytics to identify trends in pay, turnover, workforce health, and organizational risks, enabling faster, more predictive decision-making across HR and Finance. Cross-Functional & Enterprise Leadership
Serve as a trusted partner to HRBPs, Employee Relations, Finance, Legal, IT, and business leaders, ensuring compensation, structures, and HR operations are integrated with organizational strategy. Provide thought leadership in M&A, integrations, and partnerships, aligning compensation structures and HR operations across acquired entities. Represent VNS Health externally with regulators, consultants, and industry groups to ensure compliance, influence policy, and benchmark practices. Lead and develop a team of directors, managers, and professionals across Compensation and HR Operations, fostering collaboration, accountability, and innovation Qualifications
15+ years of progressive HR leadership experience, with significant expertise in compensation, HR operations, and organization design. Deep understanding of cash compensation strategy, incentive design, and healthcare labor market practices. Strong experience with employee engagement strategies and building workforce value propositions. Proven success implementing job architecture frameworks, delayering initiatives, and organizational efficiency improvements. Hands-on leadership of HRIS and shared services delivery in complex organizations. Strong financial acumen and ability to partner with Finance on program cost modeling and forecasting. Bachelor's degree required; advanced degree (MBA, MS HR, or JD) and/or CCP certification strongly preferred. Strategic Advisor:
Influences C-suite and senior leadership with credibility and data-driven recommendations. Integrator:
Aligns compensation, HRBPs, Employee Relations, and Finance into a cohesive enterprise strategy. Employee-Centric Leader:
Ensures compensation and operations support engagement, retention, and fairness. Organizational Architect:
Builds sustainable frameworks for structure, levels, and pay governance. Change Leader:
Champions HR digital transformation, simplification, and employee self-service adoption. Impact of the Role
The SVP, Compensation & HR Operations will ensure VNS Health has market-competitive pay programs, efficient and scalable HR operations, and an engaged, high-performing workforce. By aligning compensation strategy, organizational structures, HR systems, digital transformation, and employee experience with business goals, this role directly supports our ability to deliver high-quality care to the diverse communities we serve across New York.
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