Vice President, Field Human Resources in Franklin, TN at Acadia Healthcare

Date Posted: 12/26/2021

Job Snapshot

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  • Location:
    Franklin, TN
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Job Description


The Vice President, Human Resources is lead business partner for the Executive Vice President, Operations and is the functional leader for the facility and clinic HR professionals across Acadia Healthcare’s ~235 US network footprint across 42 states with a total supported population of approximately 20,000 employees.  The company is positioned to grow aggressively within the behavioral health, mental health, and addiction services space within the United States over the next several years.  The agenda in front of the Executive Vice President, Operations and the Vice President, Human Resources is a talent-centered one with a tremendous focus on plans, programs, processes, and strategies intended to drive best-in-class outcomes across the full spectrum of recruitment and retention from the front line through the executive ranks.  In addition to this talent centered agenda, this role is also responsible for a wide range of functional areas to include HR strategy, organization design and effectiveness, talent management/employee development, engagement/organizational culture, compensation, employee relations, employment law, HR policies and procedures, and HR legal compliance.  This role ensures HR strategy aligns with Acadia’s Enterprise strategy and the strategic plans and operational objectives of the Group.


  1. Actively participates with business leadership in strategy development and operational planning for the Field Operations Group, with particular focus on the talent requirements—both recruitment and retention—and overall organizational health related to critical talent pools for the enterprise. 
  2. In collaboration with the EVP, Operations and other key HR leaders, develops actionable HR strategies and tactical plans to support the achievement of group wide goals.  Works cross-functionally to achieve business outcomes and improve organizational effectiveness.
  3. Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs.
  4. Assesses organizational capabilities and identifies skill gaps of key facility based leadership roles—namely, the Chief Executive Officer (COE), Chief Financial Officer (CFO), Chief Nursing Officer (CNO), and Human Resources Director (HRD). Actively participates with business leadership to source, evaluate, select and on-board these core leadership talent positions.  Coaches business leaders and their teams on the development of others to advance movement of talent across business groups.
  5. Works proactively with the business operations and HR field teams on appropriate talent and employment processes, methodologies, and decisions are made in the best interests of the company, our employees, and our patients
  6. Advises business leadership on organizational design that will enable the business to grow and operate effectively.  This includes evaluating work structure, job design, and workforce forecasting, interdependencies, and role and responsibility clarity.
  7. Develops and administers job evaluations and annual merit review programs, using relevant market data as needed, to maintain competitiveness. 
  8. Builds and drives employee engagement.  Advises and coaches managers on resolving employee issues.  Personally, manages complex or significant employee relations issues.
  9. Directs, recommends and proactively communicates enterprise level HR policies, practices and initiatives.  Ensures adherence and compliance through the facility HR teams on legal and regulatory compliance including: equal employment opportunity/affirmative action, wage and hour, and work authorization.
  10. In concert with management, builds and drives a positive employee culture.  Champions diversity and inclusion goals, strategies and plans.  Actively participates in employee communications and provides right-touch HR support to the business training, talent metrics and reporting.

Job Requirements



Advances Strategic Thinking

  • Understands the organizational and workforce implications of the group strategy and objectives, proactively anticipates needs, and develops and executes strategies and operational plans.
  • Possesses strong business acumen and is highly knowledgeable about the enterprise strategy and the Group’s position in the market, strategy, operating and financial plans.

Achieves Consistent Business Results

  • Develops and ensures execution of core HR processes (e.g. talent acquisition, talent management, performance management, employee relations, etc.) consistent with Acadia culture and values.                                                                                                                                          
  • Understands interdependencies of Group plans and functions, anticipates issues, and leverages a range of HR capabilities and tools to achieve great results.
  • Delivers on talent commitments to achieve annual and long-term objectives. 
  • Has a strong ability to work through others and assess and drive organizational focus on the core issues and opportunities.

Connects and Excels with People

  • Identifies the core capabilities and key roles that drive business results and effectively evaluates strengths and development needs against these core capabilities.
  • Leads the hiring, development, and retention of a diverse pipeline of great leadership talent.
  • Assess performance objectively and candidly; makes the tough calls when necessary.
  • Influences leadership on important talent management issues; has a fact-based point of view on talent.

Influences, Skillfully Communications, and Effectively Collaborates

  • Always acts with integrity.
  • Actively models and promotes Acadia’s culture and values and uses influence and collaboration to guide group leadership in addressing practices and processes needed to achieve the business results.
  • Contributes to creating and effectively communicating a compelling vision for the business and assists the leadership team in aligning the organization behind it
  • Takes ownership:  Drives positive change and challenges status quo.  Addresses issues with courage.
  • Leads and behaves from an 'enterprise first' perspective.



  • 12-15 years experience and strong, progression-based career track record of HR leadership positions within a large enterprise organization; ideal candidate will have held an HR site leadership role in a stand alone facility/location AND been in a leadership role where s/he has held site responsibility for a multi-unit group of facilities/locations
  • Demonstrated experience and understanding of the complexities of a large, front line employee footprint environment (15,000 employees+) with significant distributed field operations model; health care operations experience a big plus
  • Bachelor’s degree in business, education, or human resources required; master’s degree in education or MBA a plus
  • Experience in all facets of human resources including knowledge of Talent Management & Acquisition, employee engagement, legal compliance, and coaching and leadership development.
  • Experience in talent planning and management including talent assessment processes and succession planning.
  • Experience working in a matrixed functional environment
  • Demonstrated understanding and experience within an HR function with a HR Generalist/Center of Excellence operating model
  • At least 5 years of experience leading field based and remote teams within an HR organization structure comprised of Centers of Excellence and client facing HR leaders
  • Strong Microsoft Outlook skills and literacy in Excel and Word.
  • Highly detail oriented, bias for action, and strong sense of urgency
  • Ability to collaborate effectively with others
  • Requires ~25% travel across the US