The Director of Human Resources is responsible for establishing and leading the HR, Compliance, Training and Recruiting functions at. This role collaborates with senior leaders across the organization to ensure that People and Culture strategic priorities are met, and People Operations systems are effectively managed, leveraging technology and innovation. This role is also responsible for developing and implementing our Culture, DEI and Leadership Development strategies ensuring that these areas align with the strategic goals of our company.
This role requires outstanding organizational, communication, project management and planning, and leadership skills and the ability to develop innovative solutions that push boundaries. The Director of Human Resources works to maximize efficiency and productivity using an analytical, objective, compassionate approach and recommends improvement solutions where necessary.
JOB DUTIES AND RESPONSIBILITIES
Strategic Direction
Develops and implements operational plans that include short-term HR goals, objectives, strategic plans, policies, and operating procedures.
Works in a collaborative / team-based manner that supports and promotes our values, mission, and culture.
Collaborates with other senior leaders to establish and implement HR policies and procedures.
Participates in executive planning and decision-making.
Develops Culture, DEI and Leadership Development strategies that support business and culture goals and ensures that we are an employer of choice.
Acts as an advisor to the President & VP of Operations and other seniors leaders.
Ensures the development and strength of a leadership bench capable of addressing the challenges of a highly dynamic organization.
Builds and maintains strong partnerships with leaders, key stakeholders, and executives.
Integrates leadership development with key HR practices, including succession management, performance management, and rewards.
Partners with leadership to roadmap and drive a performance management program's design, implementation, and roll-out as part of a culture that values continuous improvement, innovation, and professional and personal development.
People Operations
Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics.
Identifies, tracks, and evaluates key HR metrics and brings forward ways to improve areas that need attention.
Prepares and analyzes metrics to identify retention opportunities/ initiatives. Recommends reward systems to promote retention.
Oversees the creation and implementation of relevant HR policies and procedures, including updating employee handbooks for the company.
Ensures HR policies and procedures comply with all local, State, and Federal employment laws and licensures (e.g., FMLA, PFML).
Provides strategic direction and oversight to our wage and salary programs; ensures regulatory compliance and competitive salary levels necessary to attract and retain qualified staff.
Ensures competitive compensation, benefits, performance appraisal, employee incentive, and employer-sponsored benefit programs.
Manages/evaluates key vendor relationships, including benefits providers, solution vendors, and other consultants/advisors.
Manages all systems/tools/technologies needed to run HR services/functions for regional company operations.
Drafts and implements the organization's budget for the human resource department.
Works closely with trainers to ensure effective training programs and solutions.
Monitors personnel compliance including ensuring all staff acquire and maintain required licensure and certifications for their roles.
Represents in audits of personnel records.
Leadership
Leads a team of HR and Recruiting professionals, including hiring, training staff, planning, assigning, and directing work, and addressing performance issues.
Builds team alignment on divisional and team strategy, goals, and objectives through clear communication and expectations.
Stays current on the latest HR-related trends by attending seminars/conferences to maintain a professional network. Stays current on the latest applicable local, State, and Federal laws.
Advises leadership of upcoming legislative changes that may impact our company.
Leads our Culture and DEI committee and ensures committee objectives are met and feedback is provided to leadership and key stakeholders.
Plans and facilitates events and meetings related to Culture and DEI initiatives.
SKILLS AND ABILITIES
Well-spoken, articulate, influential leader with the ability to engage with a wide variety of stakeholders.
Strong understanding of business needs that inform and align with People and Culture strategies.
Strong leadership and delegation skills that ensure direct reports are collaborative, competent, and engaged, and highly effective.
Ability to provide regular effective updates to the leadership team on the status of People and Culture strategies.
Hands-on astute HR professional with an analytical mind.
Strong facilitation abilities.
Ability to establish and meet deadlines.
Proven ability to work both independently and collaborate with different levels of employees.
Ability to multi-task effectively and operate in a fast-paced environment.
Experience in HRIS, LMS and ATS systems and MS Suite are required (ADP experience highly preferred)
EDUCATION AND EXPERIENCE
A bachelor’s degree in business or human resources or a similar degree; master’s degree preferred.
Minimum 7 years of HR experience in progressive HR leadership roles
Past work experience in a multi-divisional corporation, preferably healthcare industry.
Solid understanding of organizational design, performance management, compensation & benefits, strategies for employee retention, leadership development, training, and succession planning.
