Description

The Director of People & Culture serves as the senior HR leader for the corporate function, responsible for shaping and executing a people strategy that supports both corporate teams and clinical provider operations. This role drives organizational effectiveness through leadership of employee engagement, internal communications, benefits strategy, leadership development, and HR operations.

The Director partners closely with executive leadership and operational leaders to align people strategies with business priorities, ensuring a high-performing, engaged, and compliant workforce.

Requirements

Strategic Leadership:

        Develop and execute the organization’s people strategy aligned with business goals and growth initiatives

        Serve as a trusted advisor to senior leadership on organizational design, workforce planning, and culture

        Lead HR initiatives that enhance engagement, retention, and leadership effectiveness

        Develop and track HR KPIs and report updates and outcomes to executive leadership and the Board

Employee Engagement & Culture:

        Design and implement engagement strategies, including surveys, action planning, and culture initiatives

        Champion a strong, values-driven culture across corporate and provider teams

        Oversee recognition programs and employee experience initiatives 

Benefits Strategy & Administration:

        Oversee benefits strategy, plan design, and vendor management

        Ensure benefits offerings remain competitive and develop initiatives to keep healthcare costs and premiums low

Leadership Development & Training:

        Oversee leadership development and high-potential programs for both corporate leaders and clinical leaders

        Identify skill gaps and implement training programs to support organizational capability training

        Oversee key training initiatives, including compliance and manager training 

Policies & Procedures:

        In collaboration with Legal, ensure all processes and procedures are in compliance with employment laws and regulations

        Chair the Policy Committee and maintain up-to-date, accessible policies

        Oversee progressive discipline procedures and processes and investigations

Internal Communications:

        Develop internal communications strategy, and oversee corporate communications, ensuring clarity, consistency, and alignment with company culture

        Partner with leadership on messaging related to organizational changes, initiatives, and employee programs

HR Business Partnership:

        Provide strategic HR support to corporate functions and operational leaders

        Guide leaders on performance management, talent development, and employee relations matters

        Partner with Operations to support workforce planning and growth

Team Leadership:

        Lead and develop HR team members

        Establish priorities, workflows, and accountability across the HR function

        Responsible for development and adherence to annual Human Resources budget

        Evaluate HR staffing requirements (both FTE count and capabilities) and determines plan of action

MINIMUM QUALIFICATIONS 
Education and experience equivalent to: 

        Bachelor’s degree in HR, Business Administration, or related field

        8-12+ years of progressive HR experience, with minimum 5 years in a leadership role

PREFERRED QUALIFICATIONS  

        Master’s Degree in Human Resources, Business Administration, or related field

        Background in healthcare, provider organizations, and/or multi-site experience preferred

        Strong understanding of employee benefit programs and background in employee engagement, leadership development, and HR strategy

        SHRM Senior Certified Professional (SHRM-SCP) or Human Resources Certification Institute (HCRI) Senior Professional in Human Resources (SPHR) 

KNOWLEDGE, SKILLS, AND ABILITIES 

        Strategic thinking and business acumen

        Executive presence and influencing skills 

        Communication and interpersonal skills 

        Relationship management skills; ability to foster a cooperative work environment 

        Ability to analyze and assess professional development, performance, and training needs 

        Knowledge of information systems used in human resources applications, compliance and privacy programs, policies, and technology solutions 

        Ability to analyze opportunities and develop creative solutions to complex human resource and compliance issues 

        Ability to prioritize tasks and delegate when appropriate 

        Ability to maintain confidentiality

        Knowledge of federal, state, and local employment laws and regulations 

        Knowledge of design, implementation, and evaluation of compensation and employee benefits programs 

        Proficiency with Microsoft Office Suite or related software