Director, Human Resources, Medical Groups and Ambulatory

At NorthBay Health, the Director, provides full range of human resources services to the NorthBay Health Medical Groups and the Ambulatory staff division for multiple clinics across the region. Oversees a team that helps support these initiatives. This role serves as a trusted advisor partnering with leadership aligning human resources strategies with organizational goals, workforce planning, employee engagement, labor and employee relations, talent management, culture and change management initiatives, ensuring consistent execution of HR programs, policies, and workforce strategies. In addition for Medical Groups, provides all HR related services in benefits, leave of absence services, compensation. In collaboration with the operations and HR leadership, develops and application of policies, procedures and Human Resources programs for Medical Groups. Serves as a member of the Human Resources Department’s Leadership Team. Oversees onboarding for Medical Group as well as orientation for physicians into the NorthBay system. Participates as required on committees and special projects teams. 

                                                PRIMARY JOB DUTIES

Strategic Partnership

• Partner with operation’s leaders to develop and implement HR strategies aligned with strategic business objectives. 
• Consults with management and provide guidance on human resources matters.
• Meets with leaders in area regularly and participates in operation meetings as requested.
• Possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. 
• Leads programs and initiatives, champions the organization's culture, and develops practical local solutions to achieve business objectives. 

• Prepares or works with Analyst to produce workload and metrics reports for area of responsibility as required. 

   

Employee & Labor Relations

• Ensure consistent application of policies, procedures, and labor laws. 
• Promote a positive work environment and engagement initiatives.
• Serve as a trusted advisor on performance and employee relations matters, conducting investigations and resolving complex issues. Supports PIP, corrective action, termination and RIF processes.
• Coaches leaders and responsible overall to reduce risk to the organization.
• Assists in resolving workplace issues. 
• Manages accommodation, and fitness for duty processes.

• Collaboratively works with the Manager of Labor Relations, interprets collective bargaining agreements and supports labor relations activities, including grievance. 

   

Talent Management & Development

• Supports performance management, check-ins, goal setting, evaluations, career development and coaching. 
• Partners with leadership on succession planning, growing staff and leadership development initiatives. 
• Works closely with leadership and employees to improve work relationships, build morale, and increase productivity and retention.
• Identifies training needs for business units and individual executive coaching needs. Coordinates as appropriate with learning leaders to development programs. 
• Coaching leaders to enhance their people-leadership capabilities. Ensure the quality of HR service delivery through effective collaboration with our HR operational services.
• Performs ongoing training of ambulatory leaders through many avenues.
• Performs duties in compliance with regulatory and strategic interests.  Complies with organizational and departmental policies.  Models System values and norms.

• Performs other duties as assigned.

   

Compliance & Policy Management

• Stays abreast and ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, EEO). 
• Provides HR policy guidance and interpretation.
• Interpret and apply HR policies and procedures consistently across departments. 

• Support audits and regulatory requirements, particularly in healthcare environments if applicable. 

   

Change Management & Organizational Development

• Supports change initiatives, including restructuring, mergers, or process improvements. 
• A key requirement of this role is the ability to use analytical tools to inform business decisions.
• Coaches leaders/staff on change management best practices. 
• Gets to know operations areas and works with leaders in establishing open channels of communication. Monitors morale. Monitors workplace environment issues and responds appropriately.

• Participates in collaborating with the operations, Learning and Leadership, and other Human Resource leaders for conducting training needs analyses and assessments for new or revised courses or programs. Contributes to curriculum design and development of course materials and visual aids for assigned expertise function.

   

Leadership

• Oversees the quality and integrity of all delivered service for area.
• Leads, coaches, hire and develop a team of HR Business Partners to ensure effective support of organizational and departmental objectives. 
• Advises leaders and partners on employee relations matters, and performance management.
• As requested, may analyze workforce metrics and trends, including turnover, vacancy rates, engagement, and labor productivity, to inform decision-making and strategic planning. 

• Lead or support enterprise HR initiatives, committees, and cross-functional projects aligned with organizational priorities.

   

Medical Group Management

1. Manages development and maintenance of all Human Resources related Medical Group policies. Ensures consistent application.
2. Responsible for negotiation and oversight of contracts as applicable.  
3. Collaborates with physician and HR compensation teams on compensation issues.
4. Handles all grievance and complaint resolutions for Medical Group. Monitors process to assure accurate and timely action and resolution of grievances and complaints.  Works with other leaders as appropriate.
5. Provides assistance to operations leadership in the development and implementation of organizational changes and restructuring affecting individuals; administers RIF process when required; participates in development of communication plans regarding organizational restructuring efforts.
6. Collaborates with operations for workforce strategy related to Medical Group including development of job descriptions.
7. Works collaboratively with leaders and recruitment team to support all recruiting, hiring, contracting and onboarding initiatives. 
8. Works with managers and employees for issues regarding renewal of work documents for those with Employee Authorization Cards or Visas .
9.  Provides counsel and oversees leave policies and procedures; manages leave documents f ensuring documents are processed timely and accurately.  
10. Provide counseling and assistance to individuals in benefit program selections and enrollments.                                             
11. Participates in the preparation of the annual departmental budget; monitors primary expertise function and expenditures of assure adherence to established budget.
12. Collaborates for all state and federal reporting, collaborating with HRIS analyst for compliance.
13. Collaborates with Medical staff on all things related.
14. Responsible for onboarding MG staff and orientation ensuring the red carpet experience.
15. Oversees and coordinates all HR related functions for area including team, transaction processing, processes.

1. Education: Bachelor’s Degree in preferably in Human Resources, Business or related field required. Master’s degree in HR related field highly preferred.  National HR Certification required plus 10 years of HR Business Partner level management may be accepted in lieu of Master’s degree.

2.   Licensure/Certification: Current national certification in HR required (SHRM or PHR/SPHR).

3. Experience: 

• Minimum of 7 years of progressive HR leadership experience, within a complex healthcare system or large matrixed organization. 
• Minimum of 4 years of experience as an HR Business Partner.
• Minimum of 4 years of leadership experience managing HR teams. 
• Minimum of 4 years of experience supporting healthcare operations, including clinical and non-clinical functional areas. 
• Experience in a healthcare union environment required.
• Substantial HR training, policy writing and interpretation experience required. 
• Experience partnering with executive leadership and physician partners required. 
• Strong knowledge of employment law, employee relations, organizational development, workforce planning, and HR best practices. 
• Working knowledge and appropriate application of Federal and State law and regulations regarding employment, discrimination, wage and hour, benefits and leave administration, compliance agency enforcement and administration processes, dispute resolution techniques, ADA, OSHA, and SB 198 are required. 

4. Skills: 

• Demonstrated ability to lead change and influence across multiple levels of the organization.
• Strong analytical and problem-solving capabilities.
• Intermediate proficiency in word processing, database, and spreadsheet applications. 
• Effective consulting, facilitation, questioning, and group process skills required.
• Models strong leadership principles and leadership presence. 
• Demonstrates conflict resolution and critical thinking skills.
• Ability to manage multiple priorities in a fast-paced healthcare environment. 
• High level of professionalism, discretion, and emotional intelligence. 
• Must project positively and professionally, consistent with the System’s mission, values, and strategic goals.
• Capacity to maintain clear thinking, composure, and respect for others under pressure and difficult or challenging circumstances. 
• Requires a high level of comfort with taking initiative and being accountable for team work and service excellence.

5. Interpersonal Skills:   Ability to build and maintain positive working relationships with others is essential. Ability to communicate effectively and pleasantly to employees at all levels of a culturally diverse organization. Must demonstrate the highest level of discipline re: confidentiality and discretion. Must project positively and professionally, consistent with the System’s mission, values, and strategic goals. Capacity to maintain clear thinking, composure, and respect for others under pressure and difficult or challenging circumstances.
    
6. Hours of Work: 

• Based on business need, primarily Monday through Friday, 8:00 a.m. – 5:00 p.m.
• Some off-hour/weekend work to support planned HR activities or system crises as required.

• Requires travel to all system campuses, and occasional off-site.