Momentum Behavior Services

Marketing

• Develop and execute a comprehensive marketing strategy aligned with organizational growth goals
• Define and evolve the organization’s brand identity and positioning
• Partner with executive leadership to align marketing with clinical and operational priorities
• Oversee development of strong referral networks
• Build scalable outreach strategies across regions
• Lead development of clear, family-friendly messaging
• Oversee digital marketing strategy
• Establish and track key performance indicators (KPIs)
• Own the development and reinforcement of internal brand identity and culture
• Build and lead a high-performing marketing team

Vice President of Marketing

Human Resources

• Lead the company’s human resources strategy in alignment with organizational growth, operational needs, and company culture.
• Serve as the senior HR advisor to executive leadership on workforce planning, organizational design, performance support, engagement, retention, compliance risk, and leadership development.
• Build scalable HR infrastructure that supports both current operations and future growth across multiple states.
• Partner cross-functionally with Operations, Finance, Compliance, Talent Acquisition, and executive leadership to ensure people strategy supports business strategy.
• Lead change management efforts tied to company growth, structure changes, integrations, and operational standardization.
• Lead, develop, and hold accountable the HR team across HR generalists, onboarding, credentialing-related workflows, and people operations.
• Establish clear expectations, role clarity, workflows, service standards, and accountability measures for the HR function.
• Build team capacity and structure to support a distributed, multi-state workforce.
• Coach managers and leaders on employee relations, performance management, policy application, investigations, and documentation.
• Create a strong internal service model that balances responsiveness, consistency, compliance, and operational practicality.
• Ensure HR practices remain compliant with federal, state, and local employment laws across all operating states.
• Maintain and continuously improve policies, procedures, documentation standards, and audit readiness.
• Oversee employee relations matters, investigations, corrective actions, leaves, accommodations, and separations in partnership with leadership and legal counsel as needed.
• Build scalable processes for onboarding, offboarding, status changes, compliance tracking, licensure-related coordination, and records management.
• Ensure HR systems and workflows support confidentiality, documentation accuracy, and operational reliability.
• Own the strategy and optimization of complex HRIS platforms, with high-level expertise in systems such as Rippling strongly preferred.
• Ensure HR systems are configured to support reporting, workflows, approvals, documentation, onboarding, compliance tracking, and employee lifecycle management.
• Partner with systems and operational leaders to improve automation, visibility, and workflow efficiency across HR processes.
• Build dashboards and reporting that provide executive visibility into retention, turnover, engagement, onboarding progress, compliance risk, staffing trends, and organizational health.
• Use workforce data and trend analysis to make strategic recommendations and drive measurable decisions around retention, engagement, structure, and team effectiveness.
• Lead enterprise retention and engagement strategy using data, trend analysis, and field partnership.
• Identify turnover patterns, root causes, and organizational pressure points, then implement scalable solutions.
• Partner with leaders to improve the employee experience from onboarding through development and retention.
• Develop and monitor key people metrics by region, department, and leader.
• Strengthen manager capability in communication, accountability, culture-building, and employee support.
• Lead the HR workstream for acquisitions, integrations, and de novo expansion.
• Support integration planning, organizational transitions, policy harmonization, systems migration, and communication planning.
• Build HR playbooks and transition frameworks that allow new teams, markets, or acquired organizations to adopt MBS standards quickly and effectively.
• Partner with operations and growth leaders to ensure new locations launch with strong onboarding, compliant hiring processes, documentation systems, and people support.

Vice President of Marketing

Vice President, Human Resources