#LI-AS1dDirector of Human Resources (Regional)Summary/Objective: As a member of the Human Resources Team, this role serves as a strategic partner and trusted advisor to executive, clinical, and operational leaders, translating business strategy into integrated people solutions that drive performance, engagement, leadership effectiveness, and exceptional resident care.
Essential Functions: - Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
Strategic Partnership- Partners with executive, clinical, and operational leaders to align people and organizational strategies with business objectives and advance the delivery of exceptional resident care
- Partners with operational leaders to improve business performance through workforce planning, labor optimization, leadership effectiveness, employee engagement, retention, and organizational design
- Uses workforce metrics to identify organizational risks and opportunities and develops action plans to improve operational outcomes
- Serves as a strategic advisor during organizational change, growth initiatives, restructures, acquisitions, and integration efforts
Employee Relations & Performance Management- Serves as a trusted advisor on employee relations, conflict resolution, and performance management. Leads or supports investigations related to employee complaints, grievances, and compliance matters, balancing employee experience, organizational risk, operational needs, and legal compliance
Leadership Coaching & Advisory- Serves as a coach and trusted advisor to leaders, strengthening leadership capability, accountability, decision-making, and organizational effectiveness while building leadership bench strength
Organizational Effectiveness & Change Leadership- Partners with leaders to design effective organizational structures, lead change initiatives, and improve organizational effectiveness through thoughtful people strategies, communication, and change management practices
Workforce Planning, Talent Acquisition & Retention- Leads workforce planning in collaboration with clinical, operational, and Talent Acquisition leaders to forecast staffing needs and build sustainable talent pipelines. Identifies workforce risks and employment trends. Advises regional and local leadership on strategies to attract, engage, and retain top talent, ensuring workforce stability across skilled nursing and assisted living centers
Talent & Succession Development- Drives succession planning and leadership development within the assigned pod to strengthen organizational capability and bench strength. Partners with HR Centers of Excellence (COE's) to assess overall organizational talent readiness and identify opportunities to build critical capabilities
People Process Integration- Collaborates with HR COE's to drive adoption of enterprise people strategies while ensuring business needs are represented in the design and execution of employee lifecycle programs
Best Practices, Compliance & Continuous Improvement- Acts as an advocate for organizational culture by translating workforce insights into recommendations that improve employee experience, organizational effectiveness, leadership capability, and business performance while ensuring compliance with applicable laws
Culture & Engagement- Champions an inclusive, high-engagement culture through visible leadership, coaching, recognition, communication, and change management aligned with organizational values and mission, supporting employee satisfaction, retention, and performance
Data, Insights & Decision Support- Leverages people analytics and workforce data to identify trends, inform strategic decisions, and assess the effectiveness of HR initiatives. Conducts root cause analysis to address systemic issues and drive sustainable solutions
Work Environment/Physical Requirements- The responsibilities of this position will include ~20% travel and physical activities including standing, occasional lifting (up to 20 pounds unassisted), bending, stooping, pushing, pulling and twisting
Required Education and Experience- Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience
- Seven or more years of progressive Human Resources experience in consulting, business partner, or management role. Experience should include managing employee relations, leading organizational change initiatives and data driven decisions
- Minimum of three years of experience advising and influencing business and senior leadership
- Demonstrated leadership capability with the ability to operate effectively in complex, matrixed environments. Experience supporting multi-site experience required
- Strong business acumen and financial understanding
- Strong working knowledge of federal and state employment laws and regulations, including FLSA, FMLA, ADA, and Workers' Compensation
- Experience with labor relations and labor law matters preferred
- Proficiency with HRIS platforms and workforce data tools
- Advanced proficiency in Microsoft Office, including Excel and PowerPoint
- Ability to travel to centers regularly
- Exceptional written, verbal, and presentation skills, with the ability to communicate effectively at all levels of the organization
Preferred Education and Experience- Master's Degree
- Prior experience in post-acute care or health care facilities a plus but not required
