Senior Vice President, People Strategy & Operations
MorganFranklin Consulting, LLC
$285,000 - $320,000 / year
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Description
The Senior Vice President, People Strategy & Operations serves as a senior enterprise HR leader responsible for translating business strategy into scalable people solutions that drive growth, performance, leadership effectiveness, and operational excellence.
Reporting to the Chief People Officer, this role acts as a strategic partner to executive leadership while overseeing the operational infrastructure of the People function. The SVP will lead the integration of people strategy, workforce planning, talent operations, employee experience, communications, compliance, and HR service delivery to ensure the organization operates as one enterprise.
This leader will balance long-term workforce strategy with disciplined execution, building scalable processes, modern operating models, and high-performing teams that enable business growth and strengthen organizational capability.
The role serves as a key advisor to the CPO and may act as the functional leader in the absence of the CPO.
Key Responsibilities
Enterprise People Strategy
- Partner with executive leadership to align workforce strategy with business priorities, growth objectives, and organizational transformation initiatives.
- Help shape and operationalize the enterprise people agenda across talent, leadership, culture, engagement, workforce capability, and organizational effectiveness.
- Drive enterprise-wide consistency while enabling flexibility across business units where appropriate.
- Lead strategic workforce planning efforts tied to capability needs, market demands, and business growth.
- Support organizational design initiatives that improve scalability, accountability, and decision-making effectiveness.
HR Operations & Service Delivery
- Oversee the operational infrastructure of the People function, ensuring efficient, scalable, and compliant delivery of HR services globally.
- Establish operational standards, governance practices, metrics, and service-level expectations across the HR organization.
- Drive simplification, automation, modernization of HR processes and technologies, and adoption of self-service capabilities.
- Ensure operational readiness to support acquisitions, integrations, reorganizations, and rapid growth.
Leadership & Talent Enablement
- Partner with business leaders to strengthen leadership capability, succession readiness, and enterprise thinking across the organization.
- Support the development of high-performing teams and performance-driven cultures.
- Drive integration across talent acquisition, learning and development, performance management, and career growth initiatives.
- Champion initiatives that improve employee engagement, retention, internal mobility, and workforce capability.
Employee Experience & Communications
- Oversee enterprise employee communications and engagement strategies that reinforce culture, transparency, and alignment.
- Ensure employees have a clear understanding of organizational priorities, expectations, career opportunities, and rewards.
- Partner with leadership to strengthen trust, organizational connection, and change adoption during periods of transformation.
Governance, Risk & Compliance
- Ensure compliance with employment laws, regulatory requirements, and internal governance standards across all jurisdictions.
- Partner with legal and finance leaders to mitigate workforce-related risk while enabling business agility.
- Maintain strong controls related to compensation administration, payroll, employee relations, policy management, and workforce data governance.
Metrics, Analytics & Business Insights
- Establish meaningful workforce metrics and reporting that provide executives with actionable insights and support data-driven decision-making.
- Monitor trends related to retention, productivity, engagement, hiring, workforce costs, organizational health, and leadership effectiveness.
- Use analytics to identify risks, opportunities, and operational improvements.
Qualifications
- 10+ years of progressive HR leadership experience, including senior enterprise HR operational leadership
- Experience supporting complex, multi-business-unit, global, or high-growth organizations.
- Strong business acumen with the ability to connect workforce strategy to financial and operational outcomes.
- Demonstrated success leading HR operations, organizational transformation, and large-scale people initiatives.
- Experience advising executive leadership teams on organizational and workforce matters.
- Strong understanding of HR systems, analytics, compliance, payroll, and operational governance.
- Excellent communication, executive presence, and stakeholder management skills.
- Bachelor’s degree required; advanced degree preferred.
- SHRM-SCP; HRCI SPHR, GPHR
Preferred Experience
- Professional services, accounting advisory, consulting, staffing, investment banking & advisory firms, financial services, technology services or law firms.
- Private equity-backed or transformation-oriented environments.
- Multi-state and international workforce management.
- M&A integration, workforce scaling, and organizational redesign experience.
Travel: 20%
Determining compensation for this role (and others) at Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law, Highspring believes that the following salary range reasonably estimates the base compensation for an individual hired into this position in geographies that require salary range disclosure to be between the range below. The individual may also be eligible for a variety of bonus and financial incentives based on individual and company performance.
EEO Notice
Highspring is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race (including but not limited to traits historically associated with race such as hair texture and hair style), color, sex (includes pregnancy or related conditions), religion or creed, national origin, citizenship, age, disability, status as a veteran, union membership, ethnicity, gender, gender identity, gender expression, sexual orientation, marital status, political affiliation, or any other protected characteristics as required by federal, state or local law.
Highspring and its parents, affiliates, and subsidiaries are committed to the full inclusion of all qualified individuals. As part of this commitment, Highspring and its parents, affiliates, and subsidiaries will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact HR@highspring.com.
Highspring also wants all applicants to know their rights that workplace discrimination is illegal.
Privacy Notice
Highspring and its parents, affiliates, and subsidiaries (“we,” “our,” or “Highspring”) respects your privacy and are committed to providing transparent notice of our policies.
- California residents may access Highspring HR Notice at Collection for California Applicants and Employees here.
- Virginia residents may access our state specific policies here.
- Residents of all other states may access our policies here.
- Canadian residents may access our policies in English here and in French here.
- Residents of countries governed by GDPR may access our policies here.
Additionally, submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. More details about Highspring’s use of AI can be found here (https://www.highspring.com/ai-use-notices/). Further assessment of candidates beyond this initial phase will be conducted by recruiters and hiring managers.
Benefits
- stock options
- professional development
About this role
MorganFranklin Consulting is seeking a Senior Vice President to lead its People function as a strategic partner to the Chief People Officer and executive leadership. Reporting directly to the CPO, you would own both the long-term people strategy and the operational backbone of HR—translating business priorities into scalable workforce solutions while overseeing global HR service delivery, compliance, and organizational infrastructure. This is a role that demands equal comfort with enterprise strategy and operational discipline: you'd shape talent and leadership initiatives, drive HR modernization and automation, and ensure the organization can execute flawlessly through acquisitions, reorganizations, and rapid growth.
The ideal candidate brings 10+ years of progressive HR leadership in complex, multi-business environments—ideally in professional services, consulting, or similar high-growth sectors. You should have hands-on experience with HR operations, organizational transformation, M&A integration, and workforce analytics, along with the business acumen to connect people decisions to financial outcomes. Strong executive presence, the ability to advise C-suite leaders, and deep knowledge of HR systems, compliance, and governance are essential. An advanced degree and SHRM-SCP or HRCI certification are preferred.
This full-time, in-office position in Nashville carries a base salary of $285,000–$320,000 and includes approximately 20% travel. The role offers the scope to shape how a growing consulting firm scales its people operations and culture while working closely with senior leadership on strategic initiatives.
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Pay for this role
$285,000 to $320,000 per year
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