Job Details

The RoleYou'll operate as a business leader first and an HR expert second: partnering with seniorleaders to solve real organizational problems, building talent systems that compound overtime, and stewarding a culture that is one of Ensemble's most important competitiveadvantages. The role is intentionally weighted toward people strategy — talent acquisition,development, engagement, and retention — while also owning the HR operations,compliance, and employee relations work that keeps a multi-state, multi-site businessrunning well.Key ResponsibilitiesTalent & Culture (~70%)Design and lead a proactive talent acquisition strategy: building pipelines forfrontline roles and leadership positions, developing compelling employer valuepropositions, and establishing structured, bias-aware hiring processesBuild and oversee an enterprise learning and development strategy coveringonboarding, role‑specific skill building, leadership development, and continuousgrowthDefine, articulate, and steward Ensemble's culture and values, ensuring they areembedded in hiring, onboarding, performance management, and leadershipbehaviorLead the annual engagement survey and action planning cycle; surface early signalsof engagement risk and recommend interventionsDevelop and manage a comprehensive retention strategy addressing compensationcompetitiveness, career pathing, manager quality, and working environmentDesign and administer the performance management framework (goal setting,feedback, reviews, and calibration) that drives accountability and development inequal measureLead succession planning for critical roles across the organizationHR Operations (~30%)Oversee total rewards programs, including base pay, variable incentives, and benefits,including annual compensation reviews, market benchmarking, and pay equityanalysisEnsure HR practices and employment decisions comply with applicable federal, state,and local law (FMLA, ADA, FLSA, EEO, OSHA) across a multi-state operatingenvironmentWork with Legal & Compliance to maintain the employee handbook, policies, andstandard operating procedures, and partner with Legal and/or outside counsel onescalated employment mattersOversee workplace investigations — such as harassment, discrimination, and policyviolations — with objectivity and timely resolutionOversee HRIS platforms, workforce data integrity, and reporting accuracyEquip managers with the skills and confidence to address employee issues early,fairly, and consistentlyQualifications15+ years of progressive HR leadership experience, with at least 5 years in a seniorHR role (VP, Director, or equivalent) with broad functional accountabilityDemonstrated HR leadership in service‑oriented industries, such as hospitality,healthcare, education, retail, logistics, professional services, or similar; anywherewhere workforce quality directly drives customer experienceExperience scaling HR infrastructure in a high‑growth, multi‑site environmentProven track record building talent acquisition functions in high‑volume and/ormulti‑site environmentsHands‑on experience designing L&D programs and retention strategies withmeasurable outcomesSolid experience managing total rewards, employee relations, and multi‑state HRcomplianceStrong business judgment: connects people strategy to business outcomes andcommunicates in business languageDrives change through persuasion, relationship‑building, and credibility, ratherthan policy enforcementExcellent communication skills at all levels, from frontline employees to executivestakeholdersHighly organized and able to prioritize and execute in a fast‑paced, distributedenvironmentPreferredExperience supporting M&A activity and integrating acquired businesses and theirpeopleFamiliarity with arts education, performing arts, or mission‑driven organizationsProficiency with HRIS platforms (e.g., Workday, Paycor, UKG, Dayforce/Ceridian)and workforce analyticsSHRM‑SCP, SPHR, or equivalent senior HR certification#J-18808-Ljbffr