Vice President, People Infrastructure

About Us Ventra is a leading business solutions provider for facility-based physicians practicing anesthesia, emergency medicine, hospital medicine, pathology, and radiology. Focused on Revenue Cycle Management, Ventra partners with private practices, hospitals, health systems, and ambulatory surgery centers to deliver transparent and data-driven solutions that solve the most complex revenue and reimbursement issues, enabling clinicians to focus on providing outstanding care to their patients and communities. Come Join Our Team As part of our robust Rewards & Recognition program, this role is eligible for our Ventra performance-based incentive plan, because we believe great work deserves great rewards. Help Us Grow Our Dream Team — Join Us, Refer a Friend, and Earn a Referral Bonus Job Summary The Vice President, People Infrastructure & Rewards is a senior executive responsible for architecting and leading Ventra’s enterprise-wide People operations across Payroll, Benefits Administration, Compensation, HRIS (Dayforce), and People Data Governance. This role ensures our people systems, processes, and rewards programs are compliant, scalable, and strategically aligned to organizational goals. As a key member of the People Leadership Team, the VP collaborates closely with Finance, IT, Compliance, Legal, and business leaders to deliver operational excellence, strong governance, and workforce insights that enable high-quality decision-making. This leader will spearhead optimization of Dayforce to support end-to-end People lifecycle operations. Essential Functions and Tasks Strategic Leadership Set the enterprise vision for People Infrastructure & Rewards, driving reliability, consistency, and operational excellence across all People operations. Lead and develop the Payroll, Benefits, Compensation, HRIS, and Data Governance teams, building a high-performing, service-oriented organization. Serve as the executive owner of the People systems ecosystem, with a focus on Dayforce optimization, data integrity, and system integrations. Partner with the Chief People Officer to align Total Rewards, systems, and data strategy with organizational growth, financial planning, and culture goals. Compensation & Total Rewards Oversee enterprise compensation strategy, including global job architecture, market benchmarking, merit cycles, incentive plans, pay equity, and governance. Partner with CPO and Finance on compensation philosophy, competitive pay structures, and cost modeling. Ensure compliance with FLSA, pay transparency, and other regulatory requirements; lead audits and remediation plans as needed. Provide executive recommendations on compensation trends, risks, and opportunities. Payroll & Benefits Administration Ensure accurate, timely, and compliant payroll processing across multiple legal entities and geographies. Oversee benefits administration, vendor selection, renewals, plan governance, and compliance with ERISA, ACA, COBRA, HIPAA, and IRS regulations. Strengthen internal controls and compliance processes; lead internal and external audits. Drive employee experience improvements in payroll and benefits through automation, simplification, and clearer communication. HRIS & People Systems (Dayforce Executive Ownership) Serve as the senior executive owner of Dayforce (Ceridian), overseeing system architecture, configuration strategy, release planning, and optimization roadmap. Ensure Dayforce modules (HR, payroll, time, benefits, talent, workflows, integrations, and analytics) are fully leveraged and stable. Lead cross‑functional governance for system changes, data standards, audits, and security. Partner with IT on data flows, integrations, reporting frameworks, and enterprise data strategy. People Data & Analytics Establish and oversee data governance frameworks to ensure consistency, accuracy, and alignment with Finance. Lead the development of dashboards, reporting suites, and predictive analytics to support workforce planning and strategic decision‑making. Influence executive leadership with insights that drive business, cost, and workforce outcomes. Cross‑Functional & Enterprise Collaboration Partner with Finance, IT, and Compliance to ensure unified processes, clean data, and coordinated planning. Support M&A strategy including due diligence, integrations, data migration, harmonization of pay/benefits, and systems onboarding. Serve as a trusted advisor to ELT and business leaders on pay, benefits, operational risks, and people system capabilities. Education and Experience Requirements Bachelor’s degree preferred. 12+ years of progressive Human Resources, People Analytics, Compensation, Payroll, or HR Operations leadership. Preferred: hands‑on experience with Dayforce (Ceridian), including leading multi‑module implementations, optimizations, or enterprise HRIS governance. Preferred: working with global employees in India, Philippines, or Similar. Deep understanding of payroll, benefits, compensation, and regulatory compliance. Demonstrated success implementing People systems, building data governance structures, and leading large‑scale process transformations. Experience overseeing multi‑state or global payroll operations. Strong financial acumen with ability to model workforce cost scenarios and interpret financial impacts. Exceptional executive communication skills; ability to influence and partner at all levels. Proven track record of building high‑performing teams in a fast‑paced, evolving environment. Knowledge, Skills, and Abilities Enterprise mindset with strong systems thinking. Deep technical HRIS/Dayforce fluency combined with strategic People leadership. High accountability, integrity, and service orientation. Ability to lead through complexity and build clarity in ambiguous environments. Strong change leadership and process improvement capability. Collaborative, relationship‑driven leadership style. Compensation Base Compensation will be based on various factors unique to each candidate including geographic location, skill set, experience, qualifications, and other job‑related reasons. This position is also eligible for a discretionary incentive bonus in accordance with company policies. Ventra Health Equal Employment Opportunity (Applicable only in the US) Ventra Health is an equal opportunity employer committed to fostering a culturally diverse organization. We strive for inclusiveness and a workplace where mutual respect is paramount. We encourage applications from a diverse pool of candidates, and all qualified applicants will receive consideration for employment without regard to race, color, ethnicity, religion, sex, age, national origin, disability, sexual orientation, gender identity and expression, or veteran status. We will provide reasonable accommodations to qualified individuals with disabilities, as needed, to assist them in performing essential job functions. Recruitment Agencies Ventra Health does not accept unsolicited agency resumes. Ventra Health is not responsible for any fees related to unsolicited resumes. Solicitation of Payment Ventra Health does not solicit payment from our applicants and candidates for consideration or placement. Attention Candidates Please be aware that there have been reports of individuals falsely claiming to represent Ventra Health or one of our affiliated entities Ventra Health Private Limited and Ventra Health Global Services. These scammers may attempt to conduct fake interviews, solicit personal information, and, in some cases, have sent fraudulent offer letters. To protect yourself, verify any communication you receive by contacting us directly through our official channels. If you have any doubts, please contact us at Careers@VentraHealth.com to confirm the legitimacy of the offer and the person who contacted you. All legitimate roles are posted on https://ventrahealth.com/careers/. Statement of Accessibility Ventra Health is committed to making our digital experiences accessible to all users, regardless of ability or assistive technology preferences. We continually work to enhance the user experience through ongoing improvements and adherence to accessibility standards. 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