Human Resources Director

Job Summary
The Human Resources Director is responsible for aligning the facility's human capital strategies with its short - and long-term goals. This role ensures the successful execution of these strategies by providing HR leadership that delivers innovative, value-driven services focused on attracting, retaining, engaging, and developing employees. The HR Director supports and promotes the facility's mission, vision, and values while making sound operational decisions and continuously enhancing HR services. Additionally, this role is accountable for mitigating risk, maintaining compliance with regulatory and accreditation standards, and overseeing budgetary and fiscal performance within the HR department. As a key consultant to both employees and management, the HR Director advises on human resource-related issues, including employee relations, engagement, and performance management. Leading the HR department, this position is responsible for driving effective talent acquisition and full-cycle recruitment strategies. The HR Director acts as both an employee advocate and a change agent, anticipating and addressing HR needs across the organization. This role builds strong partnerships to deliver HR solutions that align with and support the organization's business objectives.

What We Offer

• Competitive Pay
• Medical, Dental, Vision, and Life Insurance
• Generous Paid Time Off (PTO)
• Extended Illness Bank (EIB)
• Matching 401(k)
• Opportunities for Career Advancement
• Rewards & Recognition Programs
• Exclusive Discounts and Perks*

Essential Functions

• Directs human resources organizational strategies by contributing insight, analysis, and recommendations to strategic planning; establishing human resources objectives in line with organization goals.
• Leads human resources initiatives by defining accountabilities and communicating and enforcing values, policies, and procedures. Oversees recruitment, selection, orientation, training, coaching, counseling, discipline, and internal communication programs. Reviews compensation strategies and appraises job performance outcomes.
• Manages human resources operational strategies by analyzing trends and preparing key performance metrics. Implements strategies for productivity, quality, customer service, safety, security, and employee health. Oversees system improvements and process optimization to enhance operations.
• Directs human resources financial strategies by forecasting needs, trends, and variances. Develops action plans, measures and analyzes outcomes, initiates corrective actions, and minimizes the impact of variances.
• Implements human resources programs by establishing department accountabilities. This includes talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations, and retention. Ensures compliance with Affirmative Action (where applicable) and Equal Employment Opportunity regulations.
• Supports management by providing expert human resources advice, counseling, and data-driven decision-making. Analyzes human resources data and applications to guide management actions.
• Completes human resources special projects by identifying priorities, researching issues, coordinating requirements, ensuring timely completion, and evaluating milestone accomplishments. Adjusts plans as needed based on outcomes.
• Guides management and employee behavior by regularly updating and enforcing human resources policies, procedures, methods, and guidelines. Reinforces the organization's core values through consistent communication.
• Complies with federal, state, and local legal requirements by monitoring existing, new, and anticipatory legislation, enforcing adherence to legal requirements, and advising management on needed actions.
• Protects organizational operations by maintaining confidentiality and advising others on safeguarding sensitive information to prevent breaches.
• Enhances HR expertise by attending educational workshops, reviewing industry publications, building professional networks, benchmarking best practices, and participating in professional organizations.
• Contributes to HR and organizational success by welcoming and addressing new and diverse requests, and assisting others accomplish job results.
• Performs other duties as assigned.
• Maintains regular and reliable attendance.
• Complies with all policies and standards.

Leadership Responsibilities

• Supervision and Staff Management

• Provides leadership, mentorship and professional development opportunities for departmental staff.

• Schedules employees to ensure effective use of resources. Consults with leadership on any potential staffing issues.

• Conducts performance evaluations, sets goals and provides feedback to staff on their performance and development.

• Strategic Planning and Financial Oversight

• Collaborates with hospital leadership to set the strategic direction for the department, including budgeting, resource allocation and long-term planning.

• Monitors expenditures, ensuring cost-effective delivery of services.
• Evaluates and implements new technologies to enhance operational efficiency.

• Develops and implements departmental policies and procedures and protocols to optimize quality and overall efficiencies.

• Quality Assurance and Regulatory Compliance

• Ensures compliance with all relevant regulatory bodies. May oversee the accreditation process with relevant agencies ensuring that services meet or exceed industry standards.

• Participates in audits, inspections and accreditation processes as applicable.

• Follows established quality control practices to ensure accuracy, consistency and safety.

• Collaboration and Communication

• Works closely with leadership teams to coordinate and improve service delivery.

• Stays up-to-date with industry advancements, new technologies, and regulatory changes.

• Staff Responsibilities

• May work in a staff role, when required. Ensures that duties and responsibilities are fulfilled while meeting all competencies established for that job.

Qualifications

• Bachelor's Degree in relevant field required or
• Seven (7) plus years of direct experience in lieu of a Bachelor's degree required
• Master's Degree preferred
• 3-5 years of experience in closely related field with Bachelor's degree required
• 3-5 years of previous leadership experience preferred

Knowledge, Skills And Abilities

• Strong leadership, organizational, and communication skills.
• Ability to collaborate with interdisciplinary teams and manage cross-functional relationships.
• Foster a positive work environment that promotes teamwork, professionalism, and continuous improvement.
• Communicate effectively with leadership, team members, and stakeholders.
• Ability to work effectively with others, delegate responsibilities, and independently manage tasks while meeting established deadlines.
• Problem-solving and critical thinking skills.
• In depth knowledge of industry best practices and regulatory compliance (if applicable).
• Strong organizational and time management skills.
• Proficiency with Google and Microsoft platforms, healthcare software systems, and data analysis tools.

Licenses and Certifications

• PHR or SHRM-CP Human Resources Certification preferred
• SPHR or SHRM-SCP Advanced Human Resources Certification preferred

INDNC