VP, HR Community Hospitals

About the Organization

Tufts Medicine brings together the best of academic and community medicine to deliver exceptional, connected, and accessible care. Comprised of Tufts Medical Center, Lowell General Hospital, MelroseWakefield Hospital, Lawrence Memorial Hospital of Medford, Care at Home, and an integrated network of 2,300 physicians, Tufts Medicine treats complex conditions, promotes community health, and advances research.

Our mission is to empower people to live their best lives by reimagining healthcare, advancing knowledge, and pioneering discovery. Our vision is to create the most equitable and frictionless healthcare experience in the world.

About the Hospitals

Lowell General Hospital has served the Greater Lowell community for over 125 years. With 390 staffed beds, it features a Level III trauma center, Cancer Center, Heart and Vascular Center, 4 urgent care locations, and affiliated physicians. Lowell General is a three-time Magnet-recognized hospital and a Center of Excellence for Minimally Invasive Surgery, Urology, Gynecology, and Robotic Surgery.

MelroseWakefield Hospital, founded in 1893, is a 234-bed general hospital offering cardiac care, 24-hour emergency services, Level III trauma care, wound care, maternity services, and an on-site Level II Special Care Nursery. It is the only hospital in the area with an emergency cardiac catheterization lab and focuses on reducing community health disparities through 40+ wellness programs. In 2024, it was named a High Performing hospital for Maternity Care by U.S. News & World Report.

About the Role

The Vice President of Human Resources (VP HR) for Community Hospitals serves as the senior-most HR executive on site and a key member of the Community Hospitals’ executive leadership team. Reporting directly to the Chief Human Resources Officer of Tufts Medicine, with a matrixed relationship to the Presidents of the community hospitals, the VP HR provides strategic leadership and operational oversight for all human resources activities.

The role shapes and executes a comprehensive human resources strategy supporting both local priorities and broader Tufts Medicine objectives. It leads the design, development, and implementation of human capital programs and policies across talent acquisition, organizational development, workforce planning, compensation and benefits, diversity and inclusion, employee relations, and labor relations.

Responsibilities

• Provides executive HR leadership, strategic direction, and day-to-day oversight of site-specific HR operations.
• Acts as a trusted advisor to the Community Hospital Presidents and senior leadership on human capital matters, contributing to organizational planning and strategic execution.
• Leads and directs HR Business Partner (HRBP) work to align HR strategy with operational and clinical goals.
• Oversees onboarding and assimilation of senior leaders, providing guidance on culture, stakeholder relationships, and team integration.
• Provides matrixed oversight of local Employee & Labor Relations and Leave Administration functions, ensuring best practices and legal compliance.
• Drives collaboration with Corporate HR Centers of Excellence (COEs) to execute integrated HR solutions.
• Builds strong working relationships with Tufts Medicine site executives and COEs to promote a consistent, high-performing culture.
• Champions engagement and belonging initiatives in partnership with HR teams.
• Fosters talent development and succession planning in coordination with the Talent Management COE.
• Partners with the Talent Acquisition COE to support workforce planning and recruitment.
• Uses workforce analytics and data to inform strategic decisions and measure HR effectiveness.
• Maintains knowledge of federal, state, and local laws, as well as collective bargaining agreements, ensuring compliance.
• Leads change management initiatives, including restructuring, integration, and cultural transformation.
• Models and promotes Tufts Medicine’s values, reinforcing a culture of respect, accountability, and excellence.
• Advises on organizational design and restructuring to align with strategic priorities and operational efficiency.
• Plays a key role in mergers, acquisitions, and affiliations, supporting due diligence, workforce integration, and cultural alignment.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
• Ten (10) years of progressive human resources leadership experience, including at least five years in a senior HR leadership role within a community hospital or complex health system.
• Experience with large-scale transformation, including cultural change, mergers and acquisitions, or system integration.

Preferred Qualifications

• Master’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
• Advanced HR certifications (e.g., SHRM-SCP, SPHR).

Skills & Abilities

• Exceptional interpersonal, communication, and relationship-building skills with executive presence to influence senior leaders and clinicians.
• Experience in unionized environments and partnering with labor relations leaders on workforce issues and collective bargaining.
• Experience leading HR strategy in a matrixed organization, leveraging HR Centers of Excellence (COEs) for integrated solutions.
• Demonstrated success as a strategic HR advisor to executive leadership, aligning human capital strategies with organizational priorities.
• Strategic thinker with a data-informed approach to solving organizational challenges.
• Strong business acumen connecting HR strategy to operational success.
• Adept at managing ambiguity, complexity, and organizational change.
• Experience driving engagement, belonging, and leadership development initiatives.
• Commitment to service excellence and continuous improvement in the employee experience.
• Proven track record in organizational transformation, including cultural change and workforce integration.
• Ability to lead and develop high-performing HR teams while building cross-functional partnerships.
• Strong analytical, business, and financial acumen, including interpreting financial data and workforce analytics.
• Experience aligning human capital strategy with financial objectives, managing HR cost structures, and supporting budget planning.

Physical Requirements

• Professional office environment with typical office equipment (computers, phones, photocopiers, filing cabinets).
• Largely sedentary role involving sitting, with occasional walking, standing, reaching, or stair use.
• Frequent communication (speaking, hearing, exchanging information).
• Ability to read computer displays, fine print, and distinguish letters, numbers, and symbols.
• Occasional lifting and/or moving up to 25 pounds.