Bachelor's degree in Human Resources, Business Administration, or related field required.
Minimum of 10 years of progressive HR experience, including senior leadership roles.
Experience supporting multiple business units and partnering with senior leaders.
Proven track record in managing complex employee relations and workplace investigations.
Professional HR certification (e.g., SHRM-SCP or SPHR) preferred.
Experience in healthcare or highly regulated industries preferred.
Responsibilities
Serve as a strategic HR Business Partner to align people strategies with business objectives.
Build trusted relationships with leaders to enhance workforce planning and employee engagement.
Lead complex employee relations matters, ensuring compliance and fairness.
Coach managers on effective performance management and documentation practices.
Identify and mitigate organizational and compliance risks with practical solutions.
Develop and improve HR policies and procedures to support operational excellence.
Monitor key HR metrics to assess turnover, retention, and compliance indicators.
Benefits
Comprehensive health insurance plans.
Retirement savings plan with employer matching.
Generous paid time off and holiday schedule.
Professional development opportunities and training programs.
Flexible work arrangements to support work-life balance.
Full Job Description
Senior Director, Human Resources
Department: HR
Employment Type: Full Time
Location: Headquarters - Matawan
Reporting To: Cezary Kuziemski
Compensation: $150,000 - $180,000 / year
Description
Senior Director, Human Resources
Location: Matawan, NJ Entity: Alliance Health System Reports To: VP of Human Resources
Required Skills/Abilities:
Strong business acumen with the ability to translate organizational priorities into practical HR strategies and measurable outcomes.
Demonstrated ability to build trusted relationships with senior executives and operational leaders while providing candid, objective, and constructive guidance.
Advanced knowledge of employee relations, workplace investigations, performance management, employment law, and HR compliance.
Excellent judgment and decision-making skills, particularly when navigating sensitive, complex, or high-risk employee matters.
Proven ability to develop and operationalize HR policies, procedures, workflows, and internal controls.
Strong analytical and problem-solving skills with the ability to identify root causes, assess risk, and implement sustainable solutions.
Exceptional verbal and written communication skills, including the ability to influence, coach, and challenge leaders at all organizational levels.
Highly organized, detail-oriented, and capable of managing multiple competing priorities in a fast-paced, growing environment.
Proactive and independent with a strong sense of ownership, accountability, and follow-through.
Comfortable balancing strategic initiatives with hands-on execution and day-to-day HR business partnership.
Demonstrated ability to manage difficult conversations, resolve conflicts, and maintain professionalism and confidentiality.
Strong understanding of organizational effectiveness, workforce planning, employee engagement, and change management.
Proficient in HR information systems (HRIS), Microsoft Office Suite, and HR reporting and analytics tools.
Adaptable, collaborative, and committed to continuous improvement and operational excellence.
Education and Experience:
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
Minimum of 10 years of progressive Human Resources experience, including significant experience in an HR Business Partner or senior HR leadership capacity.
Demonstrated experience supporting multiple business units and partnering directly with senior operational and executive leaders.
Proven experience leading complex employee relations matters, workplace investigations, performance management, and employment-related risk mitigation.
Experience developing, implementing, and improving HR policies, SOPs, and scalable HR processes.
Experience supporting organizations through periods of growth, organizational change, or operational transformation strongly preferred.
Experience in healthcare, multisite operations, or a highly regulated industry preferred.
Professional HR certification, such as SHRM-SCP or SPHR, preferred.
Advanced degree in Human Resources, Business Administration, or a related field preferred.
Key Responsibilities
Summary of Responsibilities:
Serve as a strategic Human Resources Business Partner to executive and operational leaders across multiple business units, aligning people strategies with organizational objectives and business performance.
Build trusted relationships with business leaders, providing guidance on workforce planning, organizational effectiveness, employee engagement, retention, and change management.
Lead complex employee relations matters, including workplace investigations, employee complaints, conflict resolution, corrective actions, and involuntary separations, ensuring consistency, fairness, and compliance.
Coach and advise managers on employee performance, accountability, documentation, feedback, and effective people management practices.
Proactively identify organizational, employee relations, and compliance risks; recommend and implement practical solutions to mitigate exposure and strengthen operational controls.
Develop, document, implement, and continuously improve HR policies, standard operating procedures (SOPs), workflows, and internal controls to support organizational growth and operational excellence.
Ensure consistent execution of HR processes, including onboarding, performance management, employee investigations, corrective actions, and employee separations.
Partner with Legal and HR leadership to ensure compliance with federal, state, and local employment laws, regulations, and organizational policies.
Exercise independent judgment when assessing employee-related matters, recommending appropriate actions, and escalating sensitive or high-risk situations.
Partner with Talent Acquisition, HR Operations, Payroll, Benefits, and operational leaders to ensure effective delivery of HR programs and a consistent employee experience.
Support organizational design, succession planning, talent assessment, and workforce development initiatives to strengthen leadership effectiveness and organizational capability.
Establish and monitor key HR metrics, including employee turnover, retention, employee relations trends, performance management effectiveness, and compliance indicators.
Conduct proactive employee performance and organizational risk reviews, ensuring timely identification, documentation, escalation, and resolution of concerns.
Drive accountability for HR process adoption, manager responsibilities, documentation standards, and timely resolution of employee-related matters.
Champion Alliance's culture of collaboration, accountability, continuous improvement, and Better Everyday through practical, business-focused HR leadership.
Lead and support cross-functional HR initiatives that improve operational efficiency, reduce risk, strengthen manager effectiveness, and enable scalable organizational growth.
