Full Job Description
Summary:
The Director of Employee Relations & Provider Workforce Services provides enterprise leadership for employee relations, Human Resources Business Partner services, and provider workforce operations. The position oversees the HRBP Manager and team, as well as the Provider Recruitment and Compensation team, ensuring consistent delivery of workforce consultation, employee relations, provider recruitment, contract administration, and provider compensation services. The Director serves as a strategic advisor to organizational leadership on workforce risk, employee relations, organizational effectiveness, and provider workforce strategy while ensuring compliance with employment laws, organizational policies, and contractual requirements.
Responsibilities:
Workforce Relations Leadership
Provides strategic leadership and oversight of employee relations programs, workplace practices, investigations, and workforce risk mitigation. Establishes organizational standards for employee relations case management, corrective action, investigations, and workplace conflict resolution. Serves as executive escalation point for complex, high-risk, or sensitive workforce matters. Ensure consistent interpretation and application of organizational policies and employment practices. Partners with Legal, Compliance, and executive leadership to minimize organizational risk and ensure regulatory compliance.
HR Business Partner Leadership
Direct the HR Business Partner Manager and HRBP team. Establish strategic priorities, service delivery expectations, and performance standards for HRBP services. Provides oversight of workforce planning, organizational design, change management, leadership consultation, and performance management activities. Ensures consistent HR support across operational and corporate divisions. Evaluates workforce trends and develops proactive strategies to improve retention, engagement, and organizational effectiveness.
Provider Workforce Services Leadership
Provides oversight of provider recruitment, provider compensation administration, physician and provider contract management, and provider workforce operations. Ensures provider recruitment, onboarding, compensation administration, and contract processes support organizational workforce objectives. Oversees physician and provider contract governance, tracking, compliance, and administration. Ensures provider compensation programs and contract terms align with approved compensation frameworks and organizational policies. Partners with clinical leadership to support provider workforce planning and recruitment strategies.
Organizational Risk & Investigations
Provides executive oversight for workplace investigations and employee relations reviews. Advises executive leadership on employment practices, workplace conduct, performance concerns, and organizational risk. Monitors workforce trends, grievances, complaints, turnover data, and investigation outcomes to identify emerging risks. Recommends and implement strategies that reduce organizational exposure and strengthen workplace accountability.
Strategic Workforce Planning
Collaborate with executive leaders to identify workforce challenges and opportunities. Leads initiatives supporting employee engagement, retention, succession planning, and leadership effectiveness. Develops workforce strategies informed by organizational priorities and workforce analytics. Supports organizational restructuring, workforce transitions, and change management initiatives.
Operational Excellence
Establishes performance metrics and service standards for HRBP and Provider Workforce teams. Monitors operational effectiveness and identifies opportunities for process improvement.
Performs other duties as assigned.
Other information:
KNOWLEDGE, SKILLS, ABILITIES:
Knowledge of Human Resources policies and procedures.
Knowledge of labor laws and sexual harassment policies.
Knowledge of data gathering and analysis.
Skill in developing and implementing strategic plans, goals, and procedures for cost effective management of allocated resources.
Skill in analyzing human resources issues and preparing recommendations based on findings.
Skill in creating a work environment that fosters teamwork and professionalism, a spirit of service and responsibility, and a high standard of ethics.
Skill in effectively managing and leading staff, and delegating tasks and authority.
Skill in assessing and prioritizing multiple tasks, projects and demands.
Skill in establishing and maintaining cooperative working relationships with co-workers and representatives from other local, tribal, state and Federal agencies.
Skill in operating a personal computer utilizing a variety of software applications.
Skill in oral and written communication.
MINIMUM EDUCATION QUALIFICATION
A Bachelor's degree in Human Resources or related field. Progressively responsible professional work- related experience, education, or training may be substituted on a year-for-year basis for college education.
MINIMUM EXPERIENCE QUALIFICATION
Non-Supervisory- Eight (8) years of human resources experience or an equivalent combination of education and experience.
AND
Supervisory- Five (5) years supervisory experience.
MINIMUM CERTIFICATION QUALIFICATION
SPHR certification from the Society of Human Resources Management Association. Additional equivalent, education, experience, or training AND a Professional of Human Resources (PHR) certification may be substituted for the SPHR certification.
PREFERRED EDUCATION QUALIFICATION
N/A
PREFERRED EXPERIENCE QUALIFICATION
N/A
PREFERRED CERTIFICATION QUALIFICATION
N/A
ADDITIONAL REQUIREMENTS
According to the needs of the organization, some incumbents in this job class may be required to obtain specific technical certifications and programming language skills.
