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job overview

Human Resources job in Chicago, Illinois

Vice President, Field Human Resources


Aspen Dental Management, Inc. (ADMI) is a leading dental support organization that provides non-clinical business support services to independently owned and operated Aspen Dental offices in 42 states. Our purpose? To care for the people who care for the patients, providing expert business support to the largest, fastest-growing branded network of dental practices in the country. This model makes it easier for independent, licensed practitioners to do what they do best: Care for their patients.


As a reflection of current needs and planned growth we are excited to offer the opportunity to join our dedicated Human Resources team as the Vice President, Field Human Resources.



The Vice President, Field Human Resources will provide executive-level leadership and guidance for all human resources matters to the field and operations.  They will act as a consultant and closely partner with business leaders, HR leaders and team members throughout the organization to ensure talent capabilities drive and support business objectives. 


The VP is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures and best practices and identifying and implementing long-range strategic talent management goals. The VP will be a strategic business partner to the SVP, Field Operations and will be responsible for leading a team of Divisional Human Resources Directors based in different locations throughout the country.


The VP is responsible for orchestrating across learning and development, talent management, recruiting and total rewards to ensure that all HR process and programs are seamlessly executed and delivered with the appropriate business lens.  A successful leader will thrive in a dynamic and fast paced environment.


Key Partnerships:

  • SVP of Operations
  • Division Vice Presidents
  • Practice Support Center Leadership
  • All HR Centers of Excellence


Core Competencies:

  • Building Effective Teams—Fosters open dialogue; ability to build, manage, develop and retain a high performing team.
  • Building Organizational Talent – Establishes systems and processes to attract, develop, engage, and retain talented individuals; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future business challenges.
  • Compelling Communication – clearly and succinctly conveys information and ideas to individuals and groups; negotiates and influences others to identify and create “win-win” partnerships and outcomes.
  • Decision Making – identifies and understands issues, problems and opportunities; comparing data from different sources to draw conclusions, using effective approaches for choosing a course of action or developing appropriate solutions.
  • Leading Change – identifies and drives organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives.
  • Raising the Bar – continuously raises expectations of team performance; motivating and supporting team efforts to achieve goals while upholding organizational values and standards; tracking progress towards goals.
  • Customer Focus—Is dedicated to meeting the expectations and requirements of internal and external customers.
  • Drive for Results— possesses a high degree of drive and tenacity with proven track record for achieving results. Can be counted on to exceed goals successfully; very bottom-line oriented; steadfastly pushes self and others for results.
  • Ethics and Values—Adheres to an appropriate and effective set of core values and beliefs during both good and bad times; acts in line with those values, quickly establishes and maintains credibility and trust.
  • Strategic Vision and Purpose—Is optimistic; can inspire and motivate vision; ability to establish, implement, and communicate strategies that align with busines needs and objectives to gain buy-in from stakeholders.


Essential Responsibilities:

  • Provide HR leadership and counsel to field leadership on matters involving people and change/cultural management.
  • Design short and long-term field talent strategies in areas such as strategic workforce planning, leader effectiveness, leadership capabilities, talent development, succession planning and diversity and inclusion plans that support achievement of business goals.
  • Provide counsel on complex employee relations issues and partner with corporate legal when necessary.
  • Collaborate with HR COEs to identify, develop and implement effective HR practices.
  • Assist the SVP of Field Operations in developing the competencies of and improving the performance of team members across the country.
  • Develop and implement recruitment plans and address short- and long-term staffing requirements.
  • Provide interpretation of company policies and procedures for the field and in relation to all HR disciplines; guide field leaders in the administration of pay and incentive plans, and in handling performance management issues and other employee relations matters.
  • Provide direction to Division HR Directors regarding all HR matters.
  • Participate in cross-functional projects which address continuous improvement of operational processes.
  • Ensure talent planning, HIPO and succession planning process are implemented and that we have a deep bench of talent to sustain growth across the country.
  • Understand the business and its challenges to help address the organization and people needs.
  • Ensure strong stakeholder management and a world class customer service mentality is at the core of all that the field HR team provides.
  • Lead the change process as the company meets the challenges of hyper-growth and the need to scale.
  • Collaborate with leaders to define the organizations long-term goals and identify ways to support those goals through talent management.
  • Identify key performance indicators for the field HR team and assess the organizations success ad market competitiveness based on these metrics.
  • Oversee performance appraisals, hiring, coaching and career development conversation and disciplinary action for the field.
  • Ensure seamless execution of all HR programs and process across all divisions.
  • Partner with COE’s to solve business problems and to execute on corporate-wide talent initiatives.
  • Use data to measure success: learn, iterate, and improve; analyze trends and develop proactive actions to further support business objectives.
  • Understand and appreciate the business structure of Aspen Dental Management, Inc., and its role as a support service provider to doctors and their practices.

Minimum Education and Experience

  • Education Level: Bachelor’s degree required, Masters preferred.
  • 15+ years progressive experience in Human Resources with a minimum of 5+ years management experience, ideally in a fast-paced, complex multi-unit field organization.
  • Track record of serving as an independent partner to the business, challenging with respect to maintaining full discretion regarding sensitive information.
  • Proven ability to demonstrate measurable results using analytics and metrics.
  • Must display an entrepreneurial spirit and be comfortable with ambiguity
  • Past experience in change management within a highly complex environment with multiple, geographically disbursed locations.
  • Strong leadership, interpersonal, organizational, analytical, decision making, problem solving, influencing and verbal and written communications kills.
  • Proven ability to effectively influence and communicate at all levels of the organization and manage multiple stakeholder relationships.
  • Strong business acumen and ability to participate in strategic and operational business discussions with key leadership.
  • Experience providing HR consultation to senior leadership on strategic initiatives.
  • Excellent influencing skills at all levels in the organization and flexibility to be proactive in a fast pace, ever changing environment.
  • Experience in developing, implementing and monitoring programs/processes that drive business results.
  • Ability to travel frequently throughout territory (up to 75%).
  • Knowledge of lawful employment practices (Federal and State).


About Aspen Dental Management, Inc.

Aspen Dental-branded practices are supported by ADMI, a dental support organization that provides non-clinical business support to licensed, independent dentists.


Available Locations

ADMI - Chicago, Illinois 60607 United States