Vice President of People Operations

Compass Surgical Partners is a leading, independent, full-service ambulatory surgery center (ASC) development and management partner. An exclusive partner for premier health systems, Compass has built a nationwide portfolio of ASC joint ventures with health systems and physicians. Compass’ experienced leadership team has developed more than 250 ASCs over the past three decades, making it the partner of choice for high-performance ASCs. Differentiated by a proven track record of success and an agile, aligned operating model, Compass Surgical Partners aims to create strong partnerships that improve the lives of patients and providers. Learn more at www.compass-sp.com.

The Vice President, People Operations (VP, People Ops) is a senior enterprise leader responsible for building, professionalizing, and scaling Compass Surgical Partners’ people infrastructure to support rapid growth, integration of acquired ASCs, and long-term value creation.

This role leads Compass’s evolution from a PEO-dependent, transactional HR model to a high-performance, in-house People Operations platform that drives accountability, leadership quality, compliance, and EBITDA-aligned execution. The VP, People Ops operates as a strategic partner to executive leadership while owning disciplined, scalable people processes across the enterprise.

Enterprise People Strategy & Operating Model

• Design and execute Compass’s People Operations strategy aligned to growth, margin expansion, and integration objectives

• Build a scalable operating model supporting acquisitions, de novos, and joint ventures across multiple states

• Translate Compass’s strategic priorities into clear performance expectations, incentives, and leadership standards

• Serve as a trusted advisor to the Executive Leadership Team on workforce planning, org design, leadership capability, and succession

Transition from PEO to In-House HR (Critical Priority)

• Lead the end-to-end transition from PEO to a fully in-house People Operations function

• Stand up internal capabilities across payroll, benefits administration, employee data management, and HRIS selection and governance

• Develop and maintain policies, handbooks, and standardized employment documentation

• Ensure a seamless employee experience during the transition with no disruption to operations or compliance

Talent Strategy, Workforce Planning & Leadership Quality

• Establish enterprise talent governance and standards, ensuring recruiting and onboarding practices are consistent, scalable, and aligned to Compass’s operating model

• Partner with executive leadership to define leadership profiles, success outcomes, and role clarity for critical roles, setting the bar for hiring and development

• Own workforce planning and organizational design, aligning headcount, leadership capacity, and role structure to growth forecasts, case volume, and EBITDA targets

• Enforce role approval processes, decision rights, and hiring discipline to prevent ad hoc hiring, role creep, and misaligned organizational growth

Performance Management, Compensation & Incentives

• Design and own an enterprise performance management framework, including goals, evaluations, and consequences

• Align compensation, bonus, and incentive structures to EBITDA growth, operational excellence, and quality/compliance outcomes

• Partner with Finance and Legal on salary bands, leveling, incentive design, and employment-related considerations

• Establish and enforce consistent accountability while ensuring fairness and defensibility

Employee Relations, Compliance & Risk Management

• Own employee relations strategy, investigations, and issue resolution in partnership with Legal and Compliance

• Ensure consistent, defensible employment practices across all states and ASCs

• Oversee leave administration, accommodations, discipline, and terminations

• Reduce litigation, turnover, and regulatory risk through process, documentation, and leadership accountability

Integration & Change Management

• Lead People Operations workstreams for acquisitions and integrations, including onboarding, title/pay/benefit harmonization, and cultural alignment

• Act as a change leader during periods of rapid growth and organizational transformation

• Ensure acquired entities meet Compass people standards quickly and predictably

Culture, Standards & Accountability

• Build and reinforce a culture rooted in ownership, accountability, execution, and respect for physicians and teammates

• Shift Compass from relationship-based exceptions to clear enterprise standards

• Reinforce that People Operations exists to enable performance and business results

• 12+ years of progressive HR/People Ops leadership experience with 8–10+ years in progressively senior People Ops/HR leadership roles

• Strong preference for experience in PE-backed, multi-site healthcare services environments (ASC, MSO, physician services, hospitals)

• Proven success building HR infrastructure, leading PEO-to-in-house transitions, and supporting acquisitions and integrations

• Deep knowledge of multi-state employment law and healthcare workforce dynamics

• Strong executive presence with the ability to influence without creating unnecessary bureaucracy

• Comfort operating in fast-moving, high-growth, and imperfect environments with sound judgment and pragmatism

Compass Surgical Partners develops and manages ambulatory surgery centers (ASCs) in partnership with physicians and health systems. We’re builders and operators committed to patient value, physician partnership, and scalable excellence. You’ll join a team that works with clear outcomes, moves fast, and supports each other through our STAR values—Service, Teamwork, Accountability, and Respect (respect through directness, kindness, and ownership).

Compass Surgical Partners is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status, or any other characteristic protected by applicable law.

If you require reasonable accommodations during the application or hiring process, please contact us at [email protected].

Salary ranges at Compass are based on role, level, and location, and may vary by state. Individual pay is determined by work location and factors such as relevant skills, experience, and education or training. Your recruiter will provide the specific salary range for your location during the hiring process. In addition to base salary, many roles are eligible for an annual performance-based bonus. Actual compensation will vary based on experience, qualifications, and company and individual performance.