Vice President of People Services at Texas Organ Sharing

About The Role

DescriptionSUMMARY

The Vice President, People Services is a senior executive leader responsible for designing and executing the people strategy in support of the organization. This role serves as a strategic partner to the executive leadership team, owning all core HR functions including culture and employee engagement, employee relations, compliance, talent acquisition, compensation and benefits, organizational development, and HR operations. The Vice President, People Services builds scalable systems and policies appropriate for the growing organization while balancing strategic vision with hands-on execution. This role requires deep knowledge in developing first class culture, best practices, and organizational engagement along with the ability to navigate complex situations with sound judgment and professionalism.

WORK LOCATION: Texas

WORK HOURS: Monday - Friday; 8:30 a.m. - 5:00 p.m. and additional hours as needed.

ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES

Strategic Leadership. As a member of the Executive Leadership Team, participates in the development of the strategic goals and direction of the organization. Develops and executes strategic initiatives and operational plans to meet the goals of the organization. Supports future growth initiatives including integration and organizational scaling. Balances workforce needs, operational efficiency, and quality outcomes within budgetary parameters. Applies performance metrics to guide operational and strategic decision-making.

Culture and Employee Engagement. Core to this role is to strengthen employee engagement, trust, communication and retention initiatives. Champion, define and operationalize the organization’s culture and core values across all levels of the organization in addition to leading employee engagement strategy that will, encompass, but not limited to, surveys, feedback, and action planning. Partner with leadership to strengthen the effectiveness of organization leaders and team cohesion while leading recognition, inclusion, diversity and equity programs that reinforce a positive, high-performance culture. Oversee employee experience touchpoints from recruiting and onboarding through offboarding.

Team Development and Leadership. Leads, mentors, and coaches leaders across the organization and within the People Services department. Fosters a culture of empathy, accountability, innovation, and high performance. Oversees talent development, workforce planning, and succession strategies for the people services function and ensures that staff education, competencies, and training programs support excellence and compliance. Leads the organization’s performance management strategy and processes, ensuring performance expectations, feedback, and development practices are consistently applied and aligned with organizational goals. Promotes professional growth and staff resilience in high-acuity environments.

Compensation & Benefits, Recruiting & Talent Acquisition. Oversees the design and administration of competitive and equitable compensation structures aligned to market benchmarks and budget while ensuring compensation practices comply with pay transparency and equal pay regulations. Oversees benefits strategy ensuring a competitive benefits offering commensurate with market while exercising financial stewardship to secure a balanced offering. Oversees talent acquisition strategy to support workforce growth and business goals, builds scalable recruiting processes and candidate experience standards. Partners with department leaders on workforce planning while ensuring appropriate systems are in place for scheduling and related timekeeping.

Compliance and Employee Relations. Oversees HR policy governance and compliance initiatives, ensuring employment practices remain aligned with applicable laws, regulations, and organizational requirements. Partners closely with General Counsel on employment matters, litigation, regulatory changes, and emerging workforce risks. Provides oversight of people-related risk management and works collaboratively with executive leadership, Compliance, and General Counsel to identify risks and develop appropriate mitigation strategies. Monitors employee sentiment and proactively addresses risk areas while ensuring fair, consistent, and legally sound handling of all employee relations matters.

Other. Implements and maintains HRIS systems to ensure data accuracy and system performance. Performs other job-related duties as assigned that are consistent with the purpose of the role.

QualificationsEDUCATION, EXPERIENCE, AND LICENSING REQUIREMENTS

Bachelor’s degree in Human Resources, Business Administration, or related field is required. A combination of alternative education and executive or senior experience may be considered in lieu of the formal education requirements.

Minimum of 10+ years of progressive HR experience.

Minimum of 5+ years in a senior leadership role.

SHRM-SCP or SPHR preferred.

Demonstrated experience managing lean HR functions in an organization of comparable size (500-1500+ employees), deep knowledge of employment law and compliance requirements, proven experience with compensation design, benefits administration, and full-cycle recruiting.

Proven track record of driving HR transformation, system improvements, integration initiatives and change management.

Excellent leadership, communication, and interpersonal skills. Experience in partnering and influencing executive leadership on business and people strategy.

Solid senior leadership presence and emotional intelligence, with the ability to challenge constructively and navigate difficult conversations.

Experience working in and communicating with communities or customers of diverse cultures and demographics.

Current Driver’s License is required and maintained with an acceptable driving record as defined by STA policy.

COMPLIANCE

This position is classified as OSHA Bloodborne Pathogens Exposure Category II. Employees in this role may occasionally perform job duties that could involve contact with blood, bodily fluids, or other potentially infectious materials. Appropriate PPE must be used when performing such tasks.

Employees will receive mandatory training on bloodborne pathogens, safe work practices, and proper PPE usage. Adherence to all safety and infection control policies is a condition of employment.

This role requires compliance with HIPAA and all confidentiality standards related to patient, donor, employee, and organizational information. Employees must safeguard all confidential information and disclose it only as permitted by law and organizational policy.

Physical Environment / Working Conditions

Requirements for Lifting, Carrying, Pushing, and Pulling – Place an “X” on the appropriate line for the physical demand level.

Sedentary Work - Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Roles are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

*Department of Labor Standards

**ERIC Standards

Maximum Weight (Lift/Carry)

Supplies: Paper reams, files, small office supplies
Maximum Weight: 10 pounds

Frequency: Occasionally

Equipment: Small printer, laptop bag
Maximum Weight: 15 pounds

Frequency: Rarely

Maximum Force (Push/Pull)

Equipment: Rolling chair, cart of files
Maximum Force: 10 pounds

Frequency: Occasionally

Frequency - Place an “X” in each box that is appropriate to the role. Follow other instructions as written.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions.