Director of Human Resources - On-Site

Job Type Full-time Description

  

Our client is seeking an experienced and visionary Director of Human Resources to lead the HR function with a dual focus on strategic planning and operational execution with a strong background in healthcare. This role is pivotal in shaping people strategy, driving organizational effectiveness, and ensuring seamless HR operations that support business goals.

As a key member of the leadership team, you will be responsible for aligning HR initiatives with company objectives, fostering a culture of engagement and inclusion, and implementing best-in-class practices across talent acquisition, employee development, performance management, and compliance. The ideal candidate combines strategic insight with hands-on expertise, ensuring that the HR function not only supports but accelerates organizational growth.

Requirements

• Directly supervises one or more employees. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Addresses disagreements with staff to ensure a positive work environment. Works closely with Managers/Directors on personnel issues. Reports critical personnel issues (e.g., disciplinary actions and/or termination) to senior leadership as needed.
• Collaborates with senior leadership to understand goals and strategy related to staffing, recruiting, and retention.
• Plans, leads, develops, and implements policies, processes, training, initiatives, and surveys to support human resource compliance and strategy needs.
• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, retirement plan, and leaves; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system(s).
• Monitors and ensures the compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Develops and implements departmental budget.
• Facilitates professional development, training, and certification activities for HR staff.
• Other duties as assigned.  

Education and Experience

• Bachelor’s degree in human resources, Business Administration, or related field required, master’s degree preferred.
• At least five years of human resource management experience required. 
• Healthcare/Medical group experience strongly preferred. 
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software, ability to quickly learn payroll management, human resource information system (HRIS), and similar computer applications.

Certificates, Licenses, Registrations

• SPHR or SHRM-SCP highly preferred.

Core Competencies

• Leadership - Exhibits confidence in self and others; inspires and motivates others to perform well; effectively influences actions and opinions of others; accepts feedback from others; gives appropriate recognition to others.
• Business Acumen - Understands business implications of decisions; displays orientation to profitability; demonstrates knowledge of market and competition; aligns work with strategic goals.
• Strategic Thinking - Develops strategies to achieve organizational goals; understands organization's strengths and weaknesses; analyzes market and competition; identifies external threats and opportunities; adapts strategy to changing conditions.
• Change Management - Develops workable implementation plans; communicates changes effectively; builds commitment and overcomes resistance; prepares and supports those affected by change; monitors transition and evaluates results.
• Adaptability - Adapts to changes in the work environment; manages competing demands; changes approach or method to best fit the situation; able to deal with frequent change, delays, or unexpected events.
• Oral and Written Communication - Speaks clearly and persuasively in positive or negative situa