Human Resources Director

This is a Full Time Position

Compensation Range: $100,110.40 to $150,155.20 Yearly -This is a salaried position   

Benefits:  Medical, Dental, Life, Retirement, Paid Time Off

Position Classification: EXEMPT

ESSENTIAL FUNCTIONS AND BASIC DUTIES

Supervisory-Specific Performance Expectations, Duties, and Responsibilities:

· Demonstrates unwavering commitment to high performance in alignment with the CHOICE values of MRH, representing the organization in a positive and professional manner.

· Oversees departmental operations through effective communication and in accordance with the employee handbook, policies, procedures, and applicable laws. Responsibilities include interviewing, hiring, onboarding, training, planning, assigning, and directing work; establishing deadlines; scheduling; timekeeping; providing continuous performance feedback; documenting performance assessments; rewarding and disciplining employees; addressing complaints; conducting departmental investigations in collaboration with HR and Risk Management; and resolving problems effectively.

· Plans, coordinates, assigns, and monitors departmental performance while coaching, counseling, mentoring, training, and advising staff to achieve both departmental objectives and employee career development goals.

· Interprets, develops, communicates, updates, and monitors departmental policies, procedures, and standards in compliance with applicable laws and organizational objectives.

· Assists with budget preparation and manages departmental contracts, including tracking expenditures; preparing and submitting operating, personnel, and capital budget requests; providing financial data and historical analysis to support requests; negotiating contracts; monitoring contractor/vendor performance; ensuring contract compliance; and participating in related meetings. Coordinates with the Clinical Operations Director and Human Resources on personnel budget matters.

· Develops and implements short- and long-term goals, objectives, and strategies for the department, projects, and programs to ensure efficient operations and timely completion of work.

· Ensures adherence to quality standards and compliance with all applicable laws and regulations.

· Maintains and enhances professional knowledge and skills through seminars, training programs, and ongoing review of industry publications and resources.

· Serves as a liaison and/or active member of committees, boards, and teams, collaborating, persuading, presenting reports, and negotiating with individuals and groups outside the department to coordinate efforts and maintain cooperative, productive relationships.

· Attends and actively participates in monthly management meetings

Position-Specific Performance Expectations, Duties, and Responsibilities:

Leadership Team Collaboration

· Serves as a resource and collaborative partner to the leadership team; contributes HR perspective to operational planning and workforce decision-making.

· Prepares and presents HR metrics, workforce trends, and departmental updates to the COO and leadership team as requested.

· Provides informed counsel on workforce risk, labor market conditions, and organizational design to support operational planning.

· Represents MRH HR in external professional forums, associations, and community workforce initiatives as appropriate.

· Exhibits initiative, self-motivation, and effective time management; meets deadlines and maintains consistent productivity.

HR Department Development & Strategy

· Leads HR strategic planning; establishes departmental goals, metrics, and systems aligned with MRH's organizational objectives.

· Conducts ongoing review of HR policies, programs, and practices; identifies improvement opportunities and resolves systemic issues.

· Coordinates with HR consultants, employment attorneys, insurance brokers, benefit carriers, and pension administrators.

· Prepares management reports to track strategic goal accomplishment and supports data-driven decision-making.

HRIS & Technology

· Manages and optimizes the HRIS platform to automate administrative tasks, empower employees, and support organizational needs.

· Maintains excellent skills in Microsoft Office 365 (Word, Excel, Outlook, Teams, SharePoint, and Forms); leverages these tools to enhance HR communications, reporting, and workflow efficiency.

· Utilizes HR data and analytics to identify workforce trends, forecast staffing needs, and support evidence-based decision-making.

· Oversees HR content on the company intranet/website, including recruiting, culture, and workforce information.

Talent Management & Workforce Planning

· Establishes and leads standardized recruiting, hiring, and onboarding practices to attract and retain a superior workforce.

· Develops and maintains a strategic workforce plan that anticipates staffing needs, addresses critical vacancies, and reduces dependency on agency or traveler staff through targeted retention, competitive compensation, and a strong organizational culture.

· Leads succession planning organization-wide; identifies high-potential employees and builds leadership development pipelines.

· Participates in executive and management-level candidate interviews; chairs employee selection committees.

· Monitors key workforce metrics (vacancy rates, time-to-fill, turnover, traveler dependency) and presents trend analysis to executive leadership.

Training & Leadership Development

· Coordinates HR training programs; provides education, workshops, manuals, and standardized resources to managers and employees.

· Leads implementation of the performance management system, including Performance Development Plans (PDPs) and employee development programs.

· Collaborates with the education team on new employee orientation, needs assessment, management development, and training effectiveness.

· Assists managers with selection and contracting of external training programs; maintains employee training records.

Employee Relations

· Formulates and recommends HR policies on all topics associated with employee relations and employee rights.

· Coaches and trains managers on ethical, legal, and effective communication, feedback, and recognition practices.

· Conducts workplace investigations in collaboration with General Counsel and the Director of Risk Management and Compliance.

· Monitors and advises on progressive discipline; reviews and approves management recommendations for employment terminations.

· Administers the employee complaint and appeals process; conducts periodic employee satisfaction and engagement surveys.

· Maintains strict confidentiality of employee, patient, and organizational information at all times.

Compensation & Benefits

· Establishes and maintains the organization's wage and salary structure, pay policies, and variable pay programs.

· Conducts competitive market research; leads participation in at least one salary survey annually.

· With the CFO, evaluates and recommends cost-effective benefits; monitors the national benefits environment for options and savings.

· Leads benefits orientation and training for employees and their families; recommends benefit changes to support retention.

Employment Law & Compliance

· Ensures organizational compliance with all applicable employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, and DOL requirements.

· Directs preparation and approval of compliance-related filings; serves as primary contact with employment law counsel and government agencies.

· Leads company safety and health programs; monitors OSHA-required data tracking.

· Minimizes organizational exposure to liability through proactive policy development and risk management.

Organizational Development & Culture

· Designs and manages organization-wide OD processes addressing succession planning, workforce development, key employee retention, and change management.

· Evaluates organizational structure, job design, and personnel forecasting; provides recommendations to executive leadership.

· Leads initiatives supporting employee wellness, safety, training, culture, and communications.

· Monitors organizational culture and climate; escalates issues that jeopardize goal attainment to General Counsel and Risk Management.

Organization-Specific Performance Expectations, Duties, and Responsibilities:

· Demonstrates full commitment to the CHOICE values of MRH and consistently represents the organization in a positive, professional manner.

· Establishes and maintains effective verbal and written communication, fostering positive working relationships with patients, staff, and vendors.

· Adheres to the MRH attire and dress code in accordance with organizational policies and procedures.

· Exhibits initiative and self-motivation; maintains a consistent level of productivity and manages time and responsibilities effectively.

· Completes all required annual education, training, in-services, and licensure/certification updates; actively participates in departmental and organizational meetings or reviews meeting minutes as required.

· Maintains strict patient confidentiality at all times.

· Reports to work punctually and completes assigned duties within established timeframes.

· Actively contributes to departmental and organization-wide performance improvement and continuous quality initiatives.

· Ensures compliance with all regulatory requirements, maintaining adherence to departmental, hospital, state, and federal standards and policies.

· Follows all infection control, safety, and risk management procedures to maintain a safe environment for patients, the public, and staff.

· Performs other duties as assigned.

QUALIFICATIONS

· Must be at least 18 years of age (21 for positions requiring driving, with a valid driver’s license).

· Must be legally authorized to work in the United States.

· Must successfully pass a background check.

· Must successfully pass a pre-employment drug screen and breath alcohol test (if applicable).

· Must complete an Employee Health meeting prior to starting employment.

EDUCATION, LICENSURE(S), AND CERTIFICATION(S)

Required   Preferred

☐                ☒ Bachelor’s degree in Human Resources, Business, or Organizational Development.

☐                ☒ Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP)

☐                ☒ Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.

☒                 â˜ ICS 100 Training (or be obtained within ninety (90) days of hire).

EXPERIENCE

Required    Preferred

☐                 â˜’ Four (4) to seven (7) years of progressive leadership experience in Human Resources (HR).

☐                  ☐ Active affiliation with appropriate HR networks and organizations and ongoing community involvement.