Reports to: CEO
Location: Nashville, TN
Type: Full-Time Executive Leadership Role

Opportunity Overview

PhaseWell Research (“PhaseWell”) is a rapidly scaling clinical research site network built through disciplined acquisition and organic growth. The company launched in December 2024 through the acquisition of two established research organizations, Renstar Medical Research and Gabrail Cancer & Research Center, each with decades-long track records of excellence in clinical trials. 

Today, PhaseWell conducts Phase I–IV clinical trials across multiple therapeutic areas including oncology, CNS, cardiometabolic, pulmonology, and dermatology. 

We are building a next-generation clinical trial site platform that combines investigator-led clinical excellence with scaled operational infrastructure, sponsor-level credibility, and a culture grounded in authenticity, rigor, and growth. 

As PhaseWell continues to expand through both acquisition and site growth, we are seeking an experienced, execution-oriented Vice President of Human Resources & Talent Acquisition to lead and build the full people function at this critical stage of scale.

Position Overview

The Vice President of Human Resources & Talent Acquisition will serve as the senior leader responsible for PhaseWell’s entire people function. This executive will partner closely with the CEO, CFO, and the broader leadership team to define and execute a comprehensive HR strategy while also owning the operational, compliance, and technical infrastructure required to support a fast-growing, multi-site, regulated organization.

This is a hands-on executive leadership role. The ideal candidate combines strategic workforce leadership with strong operational depth and is comfortable building scalable systems while managing the day-to-day realities of HR execution in a complex healthcare environment.

Key Responsibilities

HR Strategy, Leadership & Organizational Development

• Partner primarily with the CEO and CFO to define and execute PhaseWell’s people strategy, ensuring HR programs, workforce planning, organizational design, and leadership development initiatives align with the company’s growth objectives.
• Build and lead a high-performing HR function that delivers consistent, high-quality support across clinical sites and corporate teams, reinforcing accountability, operational rigor, and employee engagement.
• Serve as a trusted advisor to senior leaders on team structure, succession planning, change management, and cultural cohesion as the organization scales through acquisition and expansion.

Talent Acquisition & Workforce Execution

• Own recruiting strategy and execution across a diverse workforce that includes site research clinic staff (coordinators, raters) site research functional staff (regulatory, recruitment, and site operations staff), Principal Investigators (PIs), administrative teams, and corporate/G&A functions.
• Establish scalable hiring infrastructure, including structured interview processes, workforce forecasting, onboarding programs, and recruiting systems that support rapid growth without sacrificing quality or compliance.
• Partner with business leaders to anticipate staffing needs, improve hiring velocity, and ensure disciplined workforce planning in competitive clinical research markets.

HR Operations, Compliance & Technical Execution

• Provide executive oversight and hands-on leadership across core HR technical domains, including wage and hour compliance (FLSA classification), employee relations, investigations, documentation standards, and employment policy governance.
• Ensure payroll practices, employee records, and HR processes are disciplined, consistent, and audit-ready across all operating entities.
• Lead benefits administration, broker relationships, and retirement plan oversight, including 401(k) and ERISA coordination, ensuring programs are competitive, compliant, and operationally sound.
• Support immigration and visa matters for specialized colleagues as needed, and partner with outside counsel to proactively mitigate employment-related risk within a regulated healthcare environment.

M&A Integration & HR Infrastructure Scaling

• Play a central leadership role in supporting PhaseWell’s acquisition-driven growth strategy by leading HR diligence and post-close integration efforts for newly acquired sites and teams.
• Standardize compensation structures, benefits programs, HR policies, payroll systems, and employee lifecycle processes across operating entities while maintaining sensitivity to retention and cultural continuity.
• Develop repeatable integration playbooks and scalable HR processes that enable efficient execution of future acquisitions and continued expansion.

Performance Management, Total Rewards & Employee Experience

• Design and implement performance management systems that drive clarity, accountability, and high performance across both site-based and corporate teams.
• Partner with Finance and executive leadership on compensation benchmarking, workforce cost modeling, incentive structures, and total rewards strategy to support retention and long-term organizational health.
• Strengthen manager capability through leadership coaching, consistent feedback practices, and employee lifecycle programs that reinforce PhaseWell’s standards and values.

HR Systems, Analytics & Reporting

• Oversee HRIS, payroll, and people operations infrastructure, ensuring systems are integrated, scalable, and optimized across a growing multi-entity organization.
• Develop and deliver HR dashboards and analytics that provide leadership with visibility into hiring velocity, retention trends, workforce costs, and overall organizational health.
• Contribute data-driven insights that support operational decision-making and strengthen organizational maturity as PhaseWell continues to scale. 

Qualifications

• 8–10+ years of progressive HR leadership experience, including demonstrated success in high-growth, multi-site organizations.
• Proven experience leading both Human Resources and Talent Acquisition functions.
• Strong technical expertise in employment law compliance, wage and hour regulations, benefits and retirement plan governance, payroll systems, and employee relations.
• Experience supporting organizations undergoing acquisition, integration, or significant structural change.
• Experience in clinical research, healthcare services, life sciences, or other regulated industries strongly preferred.
• Demonstrated ability to operate effectively at both executive and operational levels, with strong judgment and attention to detail.

Leadership Profile

The ideal candidate is a pragmatic builder who combines strategic thinking with operational discipline. This individual is comfortable navigating complexity, making sound decisions in dynamic environments, and rolling up their sleeves when necessary. They bring credibility with executives and site-level leaders alike, communicate clearly, and build trust through consistency and follow-through.

Compensation

Compensation will include competitive base salary, annual incentive opportunity, and equity participation.