Director, People Compliance

The posting, as Western Veterinary Partners wrote it

About us: Western Veterinary Partners (WVP) is a mission-driven company based in Denver, CO. We are driven by our values of integrity, collaboration, alignment, growth, support, and relationships. WVP acquires, invests in, and supports general practice animal hospitals throughout the United States. Post-acquisition, WVP supports its partner practices with the non-clinical side of the business. Our local and collaborative support provides veterinarians with attractive operational benefits of a larger group while maintaining the clinical autonomy and local practice identity.

The Director, People Compliance , makes sure our people policies are compliant and systems to document and audit are in place. The role is responsible for writing and maintaining our policies, and running the checks and balances (audits, controls, and documentation) that show those policies work in in practice in every hospital.

You will turn federal, state, and local employment law into clear, practical policies, and advise the teams that run day-to-day processes on how to put them into practice. Then you will test whether we do what we say we do, keep the evidence audit-ready, and drive any gaps to closure.

Key responsibilities

Policy ownership

• Write, own, and maintain the people policy library and employee handbooks, including leave, accommodations, return-to-work, wage and hour, time off, conduct, and hiring standards.
• Replace locally built, hospital-by-hospital practices with enterprise standards, templates, and processes that every hospital uses.
• Monitor federal, state, and local employment law in every state where we operate, and update policies before new requirements take effect. Communicate changes through appropriate internal channels.
• Give every policy an owner, a current version, a review date, and a documented approval.
• Advise HR, Operations, and hospital leaders on how to put each policy into practice: the process steps, system settings, forms, and records needed to follow it.
• Answer policy interpretation questions and know when to bring in Legal.

Compliance assurance (the checks and balances)

• For each policy, define the controls that show it is followed and the evidence that proves it, such as records, system reports, acknowledgments, and sign-offs.
• Build and run an annual audit plan that tests whether hospitals and HR teams do what policy says, covering areas such as pay practices and classification, meal and rest breaks, leave and accommodations, Form I-9, workplace safety, licenses and credentials, required training, notices and postings.
• Run audits under the direction of Legal when findings should be privileged.
• Keep documentation audit ready, to ensure that each policy is in place and working.
• Document findings, assign owners and due dates for corrective actions, and retest to confirm each one is fixed.
• With Learning, select purchased compliance training content, deliver it through the LMS, and use completion re

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siness needs which may be before or after the two-week window.

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This is a good-faith estimate based on the role's requirements at the time of posting. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. This position is also eligible for bonus and incentive compensation, the terms of which will be provided at the time of offer. The Company offers a comprehensive benefits package that may include medical, dental, and vision benefits, vacation, sick leave, 401(k), and other benefits depending on role and location. A complete description of benefits available for this position will be provided during the hiring process. Where required under applicable law, Company provides eligible employees with paid sick leave, health emergency leave, and other legally mandated benefits programs, all in accordance with the requirements of applicable state and local law depending on the location of the practice you support.

Colorado Pay Range
$150,000 — $170,000 USD

Western Veterinary Partners is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity or expression, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, marital status, pregnancy, childbirth or related conditions, veteran or military status, or any other characteristic protected by applicable federal, state, or local law. Western Veterinary Partners is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in the job application process. If you need assistance or an accommodation due to a disability, please contact hr@westernvetpartners.com. Hiring decisions will be based on merit, qualifications and the legitimate needs of the business.

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