Lifespark is a complete senior health company headquartered in St. Louis Park, Minnesota. Since 2004, we’ve been helping seniors stay healthy, navigate their health care options with confidence, and live fuller, more independent lives as they age. That’s where our people come in – from accounting and health technology to front-line nurses, advanced practice professionals, caregivers and everything in between, we are all invested entrepreneurs focused on helping people age magnificently. 

Our Lifespark culture has created not only an award-winning workplace — earning Star Tribune Top Workplace 11 times, Minneapolis Business Journal Best Places to Work three times, and Top USA #1 in Healthcare — but a place where you have the room to be creative, make a difference, and have a purposeful, direct impact on how people age. Lifespark’s full continuum of services offers a breadth of roles with the support to grow your career. To see the experience we are creating, watch our award-winning video Going South – this is the experience you will help create at Lifespark! Changing the age-old story starts with you – let’s get you hired.

Wage Range: $190,000-$210,000 annually, depending on experience.

Service Area: Travel required in Minnesota 

Schedule: Monday – Friday 8:00am-5:00pm

Lifespark Benefits include: 

Annual Reviews/Raises {Shift differentials if applicable}  Paid Time Off – Vacation Time  Mileage reimbursement Medical, Dental, Vision benefits for Full Time Hires  Short-Term Disability & Long-Term Disability Insurance  Life Insurances  401k + Company Match for full-time and part-time employees  Referral bonuses  Career path to other positions within our growing company! 

The Vice President of Human Resources will be responsible for developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization, specifically in areas of HR management, talent acquisition, onboarding, training and development, performance management, and compensation, benefits and payroll that will enable our unique offering of whole-person senior care to thrive. This position will establish organizational policies and advises on their application.  This opportunity requires an individual with a broad set of capabilities, combining multiple disciplines into the role, including:

HR expertise Leadership & Navigation Analytics of HR Collaboration and Change Management

Position Functions and Responsibilities

Provide overall leadership and guidance to the talent function by overseeing talent acquisition, career development, retention, training, leadership development, compensation and benefits. Leverage workforce analytics and insights to focus leaders on relevant business issues, strategic people-centered opportunities, and related threats/risks. Orientation and Onboarding: Recommend and lead effective general orientation sessions and onboarding practices to ensure compliance and best experience for oncoming employees. Identify training and develop needs at all levels of the organization. Lead efforts to train and educate Lifespark employees to fill gaps and meet identified needs. As merited by growth, hire and lead education/training managers to deploy learning and development resources. Collaborate with all Lifespark leaders to develop comprehensive strategic recruiting and retention plans to meet the workforce needs of strategic organizational goals Lead efforts to strengthen the human resources response to partnerships, mergers, vendors, acquisitions and related integration—including organizational and leadership/people integration efforts. Support activities related to headcount rationalization as needed. Retention: Be an example of best-in-class management for retention. Lead efforts and strategies to improve retention for the entire enterprise, conducting root-cause analysis and addressing causes of attrition across different employee classes/groups. Develop a well-defined company culture; ensuring Lifespark’s values are reinforced with every initiative and communication Institute measurement of and initiatives that address employee engagement and Lifespark culture, including an annual employee survey, supported throughout the year by targeted projects to improve areas of engagement and culture. Lead, support, and strengthen Lifespark values and EOS mechanisms that focus on people. Lead change-management efforts when needed across the enterprise. Oversee the development and implementation of human resources policies, procedures, and systems designed to effectively support organizational strategy and ensure regulatory compliance. Provide necessary training to managers and employees for the implementation of such HR core processes, policies, operating procedures, and systems. Ensure compliance with EEO, ADA, OSHA and other governmental regulations, including all regulations connected to Lifespark’s licensure requirements and business operating procedures. Overall Workplace Safety: Develop overall company safety initiatives and ensure that all reporting and documenting protocols are followed at site. Seek opportunities to improve safety and working conditions. Conduct quarterly financial review and identify opportunities for improvement.

Qualifications

10-15+ years of experience in the Talent arena 8+ years of management and strategic-leadership experience Healthcare experience preferred MBA or other relevant graduate degree or equivalent experience is preferred Demonstrated career progression that illustrates the ability to prioritize critical factors for the success of a business and to lead a team through effective execution of strategy and change Compelling senior presence that will draw energy and cooperation toward this executive and all that they sponsor, while having the emotional intelligence, humility, and collaboration to ensure enterprise objectives are prioritized and achieved.

Knowledge / Skills:

Adaptability and flexibility to fill different roles across lines of business/organizational units The ability to set and execute big-picture vision, while also tactically executing on daily operations. The ability to set and balance priorities, based on urgency Exceptional interpersonal skills and ability to communicate effectively and professionally, both orally and in writing, across all levels of the organization Demonstrated ability to work and communicate effectively with people of diverse economic, racial and cultural backgrounds, including strong skills in conversations for commitment and confrontational/sensitive-HR-topic resolution. Demonstrated HR acumen—skills and knowledge in human-resource topics including, recruiting/retention/termination, performance management, compensation/benefits, legal/compliance, policies/procedures, best-practice HR administration (performance management, compensation/benefits, employment files, employee surveys / employee experience, mediation, etc.) Strong analytical skills including basic financial acumen and skills in building the economics of a business case. Strong computer skills (including Microsoft Office, Internet and e-mail, ability to select, maintain/administer HRIS applications/platforms.) Collaborative, team player, highly responsive to the needs of the business Strong skills in listening, diplomacy and patience Budget conscious and resourceful Balanced between business and talent priorities/strategies An ability to implement improvements on all tools, services, protocols, and standards that will either streamline work or improve outcomes. Culture influencer – being a good storyteller, with the ability to orchestrate shared mission, vision, values across employees, customers, investors, and the community. Helping to reinforce and stitch together the culture and shared values across the candidate and employee lifecycles is paramount. Authenticity – a unique ability to help manage frequent and complex ups and downs, while being open and transparent with employees, fostering trust and being a resource in the middle of chaos.

It has been and will continue to be our policy to provide equal employment opportunities to all employees and applicants without regard to age, race, creed, color, disability, marital status, sex, gender identity, national origin, ancestry, sexual orientation, arrest record, conviction record, military service, use or nonuse of lawful products off the Employer’s premises during nonworking hours, or declining to attend a meeting or to participate in any communication about religious matters or political matters, or any other status protected by federal, state, or local law. 

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