Veterinary Emergency Group

• Drive the full-cycle recruitment process for assigned hospitals, developing and executing strategic sourcing plans to identify diverse, top-tier candidates. • Manage candidates through a mutual assessment process, and handle all aspects of offer negotiation and closing in partnership with the leadership team. • Act as a strategic thought partner to the Talent Team and hospital leadership to understand and execute against the organization's evolving talent needs. • Own hospital hiring needs by partnering with leadership to identify strategic talent pools and source top-tier candidates. • Create and drive scalable talent acquisition strategies leveraging deep expertise in industry best practices, diverse relationships, networks, and strong cross-functional execution. • Build and sustain a creative, relationship-based approach for talent attraction utilizing multiple sourcing channels and talent pools. • Attend industry conferences (veterinary, retail, hospitality, etc.) to source and attract top talent. • Cultivate and maintain strong relationships with key internal stakeholders, external partners, and vendors. • Consistently drive process and technology improvements to increase overall talent acquisition efficiencies. • Develop and sustain key performance indicators and metrics to measure success across your region. • Mentor and guide team members in your region to promote personal growth and development.

• Develop, implement and execute a strategic campus recruiting plan using data analysis and metrics to meet business goals • Assess, select and manage DVM Campus ambassadors at core schools to ensure smooth event planning and execution • Interview and evaluate all NERD applicants from Intl target schools. Manage candidate care and follow-up during the offer decision process through onboarding • Consistently drive improvements across our process and technology landscape, and build new products or services to serve the needs of DVM students and our VEG business

• Lead the daily management, configuration, upgrades, vendor partnerships, and advanced troubleshooting of Workday and related HR systems to ensure stability, scalability, and an exceptional user experience. • Identify and implement opportunities to streamline and automate People processes through improved workflows, system configurations, and integrations. • Build and maintain dashboards and custom reports that deliver actionable insights to People and business leaders. • Ensure data accuracy, integrity, security, and regulatory compliance across all HRIS platforms while supporting audit readiness. • Drive implementations, enhancements, and module rollouts by managing cross-functional stakeholders, timelines, and deliverables. • Develop documentation and deliver training that equips People team members, managers, and employees to effectively leverage HR systems

• Use data and relationship driven partnerships to support and influence leaders in making people and business decisions and drive people strategy and initiatives for your region. • Travel to hospitals weekly within assigned geography to maintain a constant People Team presence while building and maintaining positive relationships with VEGgies and leaders on-site. Partner with VQ, regional People, Operations, Nursing, and Medical Directors to execute a regional people strategy supporting the front lines and local leaders (hospital managers, nursing managers, and medical directors). • Support with development and execute annual People processes including: talent reviews, engagement surveys, performance planning, annual performance reviews, retention initiatives and compensation reviews. • Provide direct coaching and consultation to the regional and local leaders to build and develop greater organizational capability. Partner with the local and regional teams to understand performance concerns and opportunities, and to identify and address the root cause. Enhance field leadership effectiveness and capabilities by assessing individual development needs and building development plans, offering effective and holistic solutions to improve performance in our VEGgies, in partnership with the local leadership team. • Collaborate with local leaders to ensure we have the VEG culture by assessing and proactively troubleshooting medium and high-risk concerns and consulting on appropriate solutions/follow-up. Respond appropriately to employee questions and concerns in a timely manner. Guide, train and direct local leaders on the execution of HR policies and processes to ensure appropriate legal (EEO, ADA, FMLA, etc.) and company adherence.