Director, Human Resources

Culture rules at Delta Dental. It's key to our becoming the leading dental benefits carrier in the state, reaching over 500,000 Idahoans with our dental plans and community outreach programs. We're small on ego and big on grins. You'll see us involved in community events and "Did you make someone smile today?" on our To-Do lists. Our employees have the opportunity to make a difference in people's lives while working in an environment full of challenge, collaboration, flexibility, and industry-leading growth potential. Join our team committed to better oral health for all Idahoans.

The Director of Human Resources for Delta Dental of Idaho provides leadership and operational management for all HR activities, including full life-cycle HR support, ensuring the effective execution of HR initiatives and providing value-added service to management and employees.  In collaboration with the CEO, the Director recommends and executes HR strategies and tactics aligned with the company’s strategic plan, goals, and objectives, including fostering a strong workplace culture. In addition, the Director serves as a working manager, providing oversight for the HR/Reception team, ensuring efficient day-to-day operations, and managing key HR functions, including recruitment, talent management, performance management, training/development, compensation and benefits, employee relations/engagement, HR compliance, and oversight of payroll and liaison to our payroll/benefits/HRIS partner, Beneficient.  

 Essential Functions:

• HR Strategy: Work with the CEO to annually develop HR plans and strategies to drive business success and/or address business needs.  Monitor and adjust the plan periodically to reflect changes in business needs or issues.  Provides periodic reports to senior management on KPIs and HR initiatives.
• HR Operations: Provide management oversight of the organization’s human resource systems, policies, procedures and processes. Develops, maintains, and implements personnel policies and procedures. Identifies and implements improvements to department operations.
• Workforce Planning: Partner with department leaders and the executives to facilitate workforce planning; identify staffing needs and recruitment strategies; facilitate succession planning. 
• Recruitment/Onboarding: Manages the recruitment and onboarding processes, leveraging the support of external recruiters or other resources as needed. 
• Employee Relations: Serve as the primary point of contact for employee concerns, fostering a culture of trust and communication. Mediate and resolve workplace conflicts, ensuring adherence to company policies and legal standards.
• Performance Management: Lead the organization’s performance management processes and systems to maximize employee performance, including initial and annual performance review cycles, annual goals, and reward and recognition systems.  Provide coaching and resources to managers on performance improvement plans, discipline, and/or employee development strategies. 
• Compensation and Benefits: Administer the organization’s compensation and benefit plans, guidelines and procedures.  Conduct periodic salary surveys and benefit plan reviews.  Conduct job evaluations and market reviews, monitor internal and external compensation and benefit trends, gaps and opportunities, and recommend updates or changes to facilitate recruitment, retention and market competitiveness.  Work with benefit broker and Beneficient team to leverage external knowledge and resources, and to ensure effective initial and annual employee benefit enrollment.
• Employee Engagement/Retention: Help drive strong employee engagement and retention through effective HR strategies, including DEI initiatives, employee activities, managing the employee feedback processes, and helping to drive improvement initiatives.   
• Training/Development: Ensure appropriate initial, annual and ad hoc training and record-keeping for compliance; oversee the learning management system. Identifies and recommends organization-wide training and development opportunities and career development programs (ladders, individual development plans, career pathing). 
• Employment Law: Help mitigate organizational risk related to employment laws through effective HR policies, practices and procedures and ensuring compliance with state and federal laws and regulations. Conduct investigations or leverage external resources as needed to assist with employee issues/complaints. Monitor changes in employment laws. Keep the CEO apprised of workplace risk related to employment law issues. Leverages external legal resources as needed.
• Payroll: Oversee the payrol