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Open nowPosted 161 days ago

Vice President of Human Resources

Authenticx9 open roles

Where
Indianapolis, IN
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Your applicationOpen nowVice President of Human ResourcesAuthenticx · Indianapolis, IN

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The clock on this job

Early applications get read.

12.4% of postings close within 7 days. Measured by our own scanner across the market. Authenticx postings stay open a median of 50 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.4%7 days
  4. 20.0%14 days
  5. 35.5%30 days
  6. 58.6%60 days
This job: posted 161 days ago

Authenticx median: 50 days open

The posting

Vice President of Human Resources

Job Description Authenticx is a fast-growing, venture-backed, enterprise AI company transforming healthcare through conversation intelligence. We help healthcare organizations uncover insights hidden in millions of customer interactions to improve patient, member, and business outcomes.

We are looking for a strategic, people-first Vice President of Human Resources who is equally comfortable setting direction and rolling up their sleeves to execute. As we scale, this leader will build and refine our culture, leadership, and talent practices while actively driving day-to-day HR initiatives. You’ll partner closely with the executive team to create an exceptional employee experience and ensure our people strategy supports business growth, innovation, and operational excellence.

Position Summary The VP of HR will lead all aspects of the people function, including talent strategy, employee experience, leadership development, performance management, compensation, organizational design, HR operations, compliance, and culture initiatives. Authenticx operates in a regulated healthcare environment, processes sensitive data at scale, and serves enterprise healthcare clients with high compliance expectations. The VP of HR must understand the stakes of that context and maintain the people programs, policies, and practices that support it.

The ideal candidate is a proven operator who builds with what is available, makes decisions with incomplete information, and holds the organization accountable without being asked to do so. This is a high-trust, high-autonomy role. The VP of HR will be expected to bring recommendations, not just questions, to the leadership team. They will handle difficult conversations at every level of the organization with candor and care.

Responsibilities

  • Serve as a member of the leadership team, owning people strategy with the same accountability that functional leaders own their domains
  • Oversee HR operations, technology, and people analytics, ensuring policies, systems, and data integrity scale with the business and drive operational efficiency
  • Build and scale HR programs, processes, and infrastructure to support continued company growth
  • Lead workforce planning and organizational design initiatives across departments
  • Partner with Talent Acquisition function to develop and align on hiring strategies that attract top AI, SaaS, and healthcare technology talent
  • Partner with leaders and managers to strengthen performance management, employee engagement, leadership development, succession planning and organizational change capabilities across the business
  • Own the employee experience from offer acceptance through offboarding, with particular attention to how culture scales as the company grows and the workforce becomes more distributed
  • Design and administer competitive compensation, benefits, and total rewards programs that reflect our scale, market position, and the expectations of enterprise-grade talent
  • Ensure compliance with employment laws and HR best practices across multiple states
  • Foster a culture of accountability, transparency, collaboration, and continuous learning
  • Lead, develop, and hold accountable a small but growing HR team including HR Operations and a dedicated Talent Acquisition function; the VP is a working leader, not just a delegating one, and must be comfortable contributing individually while building team capacity over time

What We’re Looking For:

  • Based in Indianapolis, this role works a hybrid schedule with regular in-office presence because visibility and relationship-building are part of the job
  • Comfortable working inside an AI-native company; expected to use and advocate for AI-enabled HR tools and to distinguish between technology that creates real efficiency and technology that adds noise
  • 10+ years of progressive HR leadership experience, including senior leadership roles in high-growth SaaS or technology organizations
  • Demonstrated ability to operate at all altitudes: engaging credibly with the leadership team on strategy and stepping directly into employee-level conversations without treating either as beneath the role
  • Proven track record of handling difficult conversations directly, including performance, compensation, and organizational change; candidates who avoid conflict or soften feedback to the point of inaction are not a fit for this culture
  • Experience operating as a peer to, not just a support function for, the leadership team; brings a point of view, defends it, and changes course when presented with better information
  • Strong business and operational acumen with the ability to align people strategies to company goals
  • Data-driven mindset with experience leveraging metrics and insights to guide decisions
  • Solid working knowledge of multi-state employment law and compliance; Authenticx has team members across multiple states and the VP is accountable for staying current without being prompted
  • Thrives in ambiguity, moves with urgency, and holds themselves to the same standard of accountability they hold others

What Success Looks Like

  • Employees feel connected to the mission, supported in their growth, and energized by the culture
  • Leaders are equipped to effectively manage, coach, and scale high-performing teams
  • HR processes and systems scale proactively with business growth
  • The company continues to attract and retain exceptional talent
  • People strategies directly support operational excellence and long-term business outcomes
  • The leadership team receives proactive HR recommendations, not reactive status updates
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