Vice President, Field HR

Help at Home is the leading national provider of in-home personal care services, where our mission is to enable individuals to live with independence and dignity at home. Our team supports 66,000 clients monthly with the help of 53,000 compassionate caregivers across 12 states. We’re looking for people who care about others, who are willing to listen, lean in and make impactful change. Each role at Help at Home can have a positive impact in supporting our caregivers and clients. If you are someone who leads with passion and integrity and are looking to join a rapidly growing, industry leading team, Help at Home may be a good fit for you.
We are seeking a Vice President, Field HR to lead and evolve our Human Resources Business Partner (HRBP) function in support of our field operations team. This leader will play a critical role in driving complex, enterprise-wide change management initiatives and leading HR strategy for M&A integration efforts—including post-close transitions and cultural alignment. The VP will provide strategic partnership to operational leadership, develop and mentor a team of HRBPs, and collaborate with HR Shared Services to ensure scalable, consistent HR practices across a national footprint.
This is a high-impact role ideal for a strategic and hands-on HR leader who thrives in fast-paced, high-growth environments and has a proven track record of leading transformational change at scale.

This is a remote position open to candidates located in the United States.

Key Responsibilities

• Lead and support a high-performing team of HRBPs aligned to field operations; provide coaching, mentorship, and development to direct reports.
• Serve as the senior HR partner to field operations leadership, aligning people strategies with business goals across a large, complex, and growing organization.
• Lead all HR aspects of M&A integration, including post-close transitions, workforce alignment, and cultural integration.
• Own and drive organizational change efforts, including restructuring, operating model shifts, and workforce transformation initiatives with advocacy for caregivers and front-line leadership
• Bring structure and consistency to the HRBP model as the company expands into new markets and an increasingly diverse business; ensure alignment with evolving business and workforce needs.
• Partner with Compensation and HRBP teams to design and implement incentive plans; support execution where additional resources are needed.
• Collaborate with Talent  to define and implement improved processes for talent assessment, mobility, and development to strengthen the Market Leader talent pipeline
• Work closely with leaders in Employee Relations, Shared Services, and Caregiver Management to evaluate and optimize caregiver support and service delivery models.
• Participate in Operations Leadership Team meetings, bringing an HR lens to operational strategy and business priorities.
• Partner with the SVP, Head of Talent and HR for Operations on enterprise-level organizational design, change initiatives, and reorgs aligned with strategic growth.

• Proven success leading HRBP teams in complex, dispersed workforce environments—such as retail, logistics, health care, consumer services, or other multi-site organizations.
• Deep expertise in organizational change management, with demonstrated success in leading transformation across large, distributed teams.
• Strong experience in M&A integration with a focus on cultural alignment, operational readiness, and talent transition.
• Demonstrated ability to build scalable HR structures and implement consistent practices in dynamic, evolving markets.
• Background in organizational design, succession planning, and workforce strategy with a deep understanding of operational alignment.
• Familiarity with incentive and compensation planning; capable of supporting design and rollout in partnership with Comp and field teams.
• Executive presence and ability to influence across all levels, including senior leaders and cross-functional stakeholders.
• Knowledge of employee relations and labor compliance in large, distributed organizations.
• Ability to bring clarity and consistency through structure, communication, and strong cross-functional collaboration.
• Experience leading in organizations at varying levels of maturity, flexing solutions to inject thoughtfulness and scalability, without sacrificing speed

• Bachelor’s degree required; Master’s degree in HR, Business, or Organizational Development preferred.
• Minimum of 10 years of progressive HR leadership experience, including direct oversight of HRBP teams.
• Extensive experience with organizational change, M&A integration, and talent strategy execution in complex environments.
• Experience in union or highly regulated environments is a plus.
• Demonstrated success working across HR functions, including compensation, talent, and shared services.
• Willingness to travel regularly to field offices and leadership meetings.