Title: Senior Director of Human ResourcesFLSA Category: ExemptReports To: Chief Executive OfficerJOB SUMMARYThe
Senior Director of Human Resources builds and leads GBMS's Human Resources function as a strategic driver of organizational performance. This role owns HR strategy end to end: employee relations, compliance, performance and compensation management, workforce planning, and the development of a forward-thinking HR team.
A core mandate of this role is strengthening the people-management capacity of leaders across all 9 clinical sites, so that managers can resolve routine employee issues directly and confidently. HR's role is to serve as advice, counsel, and strategic partner to leadership, not as a default resolver of problems that leaders should own. The Senior Director reports to executive leadership and is accountable for HR's contribution to GBMS's clinical and business outcomes.
ESSENTIAL FUNCTIONSHR Strategy & Business Leadership- Develop and lead GBMS's organization-wide HR strategy, aligning workforce planning, talent, and organizational design with clinical and operational objectives.
- Partner directly with executive leadership on workforce planning analysis to drive recruiting and retention strategy.
- Lead organization-wide performance and compensation management cycles, maintaining internal equity and market-competitive positioning.
- Own the HR strategic plan and report on its execution and outcomes to executive leadership.
Employee Relations- Lead employee relations across the organization, providing expert HR counsel to leadership, managers, and employees on complex employment matters.
- Conduct and oversee objective investigations, facilitate conflict resolution and mediation, and manage termination proceedings.
- Review, document, and lead the interactive process for all Americans with Disabilities Act (ADA) workplace accommodation requests.
- Oversee the onboarding framework for all staff, including leading New Hire Orientation.
Compliance & Risk Management- Maintain organization-wide compliance with employment law, including FLSA, COBRA, ADA, and FMLA.
- Identify compliance risk proactively and correct process gaps before they become liabilities.
- Maintain strict confidentiality and sound judgment as the organization's resource for sensitive, high-priority workforce matters.
HR Team Leadership & Development- Build, lead, and develop a forward-thinking HR team equipped to operate as strategic partners to the business.
- Coach and develop direct reports so they can independently guide site leaders through employee relations and performance issues.
- Set clear performance expectations for the HR team and hold the team accountable to measurable outcomes.
- Manage HR department operations, including recruiting, training, coaching, and performance management of HR staff.
Leadership & Management Capacity Building- Strengthen the people-management skills of site and department leaders so they can manage performance and employee relations issues directly.
- Position HR as a strategic advisory function that leaders turn to for counsel and partnership, not as a substitute for leadership accountability.
- Design and deliver manager training on performance management, coaching, and employee relations fundamentals to build self-sufficient leaders.
Stakeholder Relationships- Build direct, credible working relationships with site leaders, department heads, and executive leadership across all 9 clinical locations.
- Maintain working knowledge of the clinical and operational realities of each site and department to provide relevant, practical HR guidance.
- Represent HR in cross-functional planning and decision-making at the leadership level.
QUALIFICATIONS, KNOWLEDGE & SKILLS- Education: Master's degree in Human Resources, Business Administration, Healthcare Administration, or a related field required, or an equivalent combination of education and experience.
- Experience: 7-10 years of progressive HR experience required, including proven leadership and supervisory experience.
- Specialized expertise leading the design, development, and execution of HR programs within a complex, highly regulated, or matrixed environment; healthcare or FQHC experience preferred.
- Demonstrated success coaching, mentoring, and developing HR professionals, and guiding operational managers through employee relations matters.
- SPHR, SHRM-CP, or SHRM-SCP certification highly preferred.
- Expert working knowledge of employment law and its practical application, including FLSA, COBRA, ADA, and FMLA.
- Proficiency in Microsoft Office Suite (Word, PowerPoint, Excel) and Google Workspace.
PHYSICAL REQUIREMENTS- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 20-30 pounds at times.
TravelMust be able to travel between Greater Baden Medical Services, Inc. locations as required.
