JOB SUMMARY 
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.

PRIMARY RESPONSIBILITIES

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

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