Build the Future of Human Resources at Scheurer Health

Vice President of Human Resources | Pigeon, Michigan

The Opportunity

Scheurer Health is seeking a Vice President of Human Resources to lead the next evolution of its people strategy and HR function. This is not a conventional HR leadership opening and it is not a vacancy requiring maintenance. It is an opportunity to help a growing, integrated healthcare system build the Human Resources capability it will need for the next decade.

Scheurer Health has expanded in size, reach, and complexity, including its affiliation with Harbor Beach Community Hospital. Today, the system includes approximately 800 employees and 615 FTEs serving communities across Michigan's Thumb. The organization is strong, mission-driven, and highly engaged. It has also reached an inflection point: organizational growth has outpaced the structure and operating model of HR.

The next Vice President will join an aligned executive leadership team with a clear mandate and a practical transformation roadmap. Reporting directly to President and CEO Ross Ramsey, MD, this leader will serve as a genuine executive partner—helping define system strategy while transforming HR into a trusted, accountable, and forward-looking organizational partner.

About Scheurer Health

Scheurer Health is a rural, community-based critical access healthcare system headquartered in Pigeon, Michigan, with locations across the Thumb and an additional hospital campus in Harbor Beach. Its story began in 1934, when Dr. Clare A. Scheurer opened a small clinic in Pigeon. That commitment to accessible, high-quality local care continues to shape the organization today.

Our mission is to support a full and healthier life by providing access to high-quality healthcare services in a caring manner.

Scheurer's brand promise—Better Health. Better Life.—is reflected in how the organization approaches clinical quality, employee experience, and community relationships. Scheurer works to bring care as close to home as possible, allowing patients and families to receive excellent care without traveling far from the communities they know.

A Culture Built Around People, Service, and Quality

Scheurer's formal culture framework, the Scheurer Way, creates shared behavioral and leadership expectations across the workforce. The organization believes that engaged, supported employees deliver better care and better patient outcomes. That belief is visible in its strong employee engagement, relationship-centered approach, and sustained ability to attract committed healthcare professionals.

People matter. Leaders are expected to be accessible, authentic, accountable, and respectful.

Quality comes first. As a physician-led organization, Scheurer's decisions begin with what is clinically right for patients and communities.

Relationships shape the experience. Patients can seek care in many places; Scheurer earns loyalty through trust, consistency, and personal connection.

Community is not a slogan. Scheurer's purpose is rooted in keeping high-quality healthcare close to home across Michigan's Thumb.

Practicality matters. Leaders value direct communication, sound judgment, financial discipline, and solutions that work in the real world.

What You Will Be Asked to Accomplish

• Become a trusted advisor to the CEO, executive leadership team, and Board.
• Translate Scheurer Health's strategic priorities into an enterprise people and workforce strategy.
• Lead the Scheurer Way culture program, translating its behavioral and leadership standards into a consistent employee and leadership experience across the system.
• Lead a phased transformation of HR—from a largely reactive service model to a strategic, integrated, and accountable function.
• Rebuild confidence in employee relations and strengthen HR support for managers and employees.
• Complete the thoughtful HR integration of Scheurer Health and Harbor Beach, aligning systems and employee experiences while respecting local relationships.
• Clarify roles, accountability, decision rights, workflows, service standards, and performance expectations across HR.
• Assess, develop, and build a high-performing HR leadership team capable of sustaining the future-state model.
• Modernize talent acquisition, onboarding, workforce planning, succession, leadership development, and retention.
• Strengthen compliance, total rewards governance, HR technology, reporting, analytics, and operational discipline.
• Remain visible, accessible, and connected to clinical and operational realities across the system.

What Success Will Look Like

Success will not be measured by the number of policies rewritten or initiatives launched. It will be measured by whether HR becomes a trusted organizational partner and whether leaders and employees experience meaningful improvement.

• The CEO and executive team seek out HR's judgment on important organizational decisions.
• Managers receive timely, consistent, and practical guidance on employee relations and performance matters.
• Employees experience a fair, responsive, and credible HR function.
• Harbor Beach and Scheurer HR operations function as one integrated system.
• Workforce data informs planning, investment, talent pipelines, and organizational decisions.
• The HR team has clear ownership, stronger capability, and shared accountability for results.
• Scheurer is positioned to sustain its culture and workforce as the health system continues to grow.

The Leader Scheurer Needs

The right candidate will bring substantive hospital or healthcare-system HR leadership experience. Healthcare expertise is essential because this executive must understand how workforce strategy affects clinical quality, patient experience, regulatory obligations, and the economics of a community health system.

Just as important, this leader must know how to transform an HR function without importing a rigid corporate playbook. Scheurer needs an executive who listens before acting, earns trust through credibility and follow-through, and can create accountability without eroding relationships or adding unnecessary bureaucracy.

Executive partner. You have advised a CEO and senior leaders, influenced enterprise decisions, and communicated effectively with a Board.

Healthcare HR executive. You understand hospitals, healthcare-system complexity, clinical workforces, and the realities of employee relations in a regulated environment.

Transformation leader. You can point to specific examples of redesigning HR, integrating organizations, rebuilding teams, or materially improving service delivery.

Strategic operator. You can connect workforce strategy to organizational priorities while remaining close to immediate operational needs.

Relationship-centered influencer. You coach, listen, resolve conflict, and build accountability through judgment and trust—not title or hierarchy.

Builder. You are energized by creating systems, developing leaders, strengthening teams, and leaving behind sustainable capability.

Rural healthcare advocate. You understand why accessible, community-based care matters and are prepared to become part of the organization and region.

Qualifications

• Minimum of five years of progressive HR leadership experience in a hospital, multi-hospital system, integrated healthcare organization, community health system, or critical access setting.
• Demonstrated leadership of HR transformation, organizational integration, restructuring, or significant change.
• Deep experience in employee relations, performance management, workforce planning, talent acquisition, leadership development, organizational effectiveness, compliance, and HR operations.
• Experience leading and developing HR teams across multiple disciplines and, ideally, multiple locations.
• Master's degree in Human Resources, business, healthcare administration, organizational leadership, organizational development, or a related field is required.
• SHRM-SCP or SPHR certification, rural healthcare experience, and ADP/HR analytics experience are preferred.

Why Michigan's Thumb

Pigeon sits in Michigan's Thumb, a region defined by close-knit communities, Lake Huron shoreline, outdoor recreation, and a pace of life that makes room for both meaningful work and genuine connection. This is not a role designed to be led from a distance. The Vice President will be expected to work primarily on-site, build relationships across locations, and become a visible part of Scheurer Health and the communities it serves.

For the right leader, that is part of the appeal: the work is personal, the impact is visible, and the connection between a strong workforce and the health of the community could not be clearer.

Ready to Build What Comes Next?

Strong executives do not need a fairy tale. They need a credible mandate, realistic expectations, and leaders prepared to support the work. Scheurer Health offers all three.

If you are a healthcare HR executive who can pair strategic judgment with practical execution—and if the opportunity to strengthen a community-based health system is personally compelling—we invite you to explore this role.

How to Apply

Scheurer Health has retained XpanseHR to lead this executive search. Interested candidates should submit a résumé and brief statement of interest through the designated XpanseHR application process. All inquiries and candidate materials will be handled with appropriate discretion.

Equal Employment Opportunity

Scheurer Health is committed to equal employment opportunity. Candidates will be evaluated based on job-related experience, leadership capability, motivation, logistics, and demonstrated potential for success. Reasonable accommodations are available throughout the selection process.