Senior Director of Human Resources

Working title: Senior Director of Human Resources

Classification title: Human Resources Managers (11-3121)

Division: Administration

Program: Human Resources

Reports to: Chief Financial Officer

FLSA status: Exempt: Monday-Friday

Wage Range: $102, 546 to $138,438 annually depending on number of years of transferrable experience and internal equity

Human Resources Overview:

The RiverStone Health Human Resources Department enables organizational strategy and serves internal and external stakeholders with innovative, specialized human resources support. RiverStone Health works hard to create an environment where high performing individuals are empowered to thrive professionally. The department works to ensure RiverStone Health is an Employer of Choice where people love to work.

Job Summary:

The Senior Director of Human Resources serves as the organization's senior human resources leader and strategic partner to executive leadership. The position provides direction, oversight, and leadership for critical human resources functions including employee relations, talent acquisition, organizational development, workforce planning, compensation strategy, and HR compliance. The Senior Director develops and implements human resources initiatives that support organizational goals while fostering a positive and productive workplace culture. This position reports directly to the Chief Financial Officer and collaborates closely with organizational leadership to ensure effective workforce management and operational success.

Essential Functions/Major Duties and Responsibilities:

A. HR Strategy & Organizational Leadership 25%

• Develop and implement HR strategies that align with the organization's mission, vision, and overarching goal make RiverStone Health's an Employer of Choice.
• Serve as a strategic advisor to executive leadership regarding workforce planning, organizational design, talent management, employee engagement, and workplace culture.
• Assess workforce trends and recommend strategies to support organizational sustainability and effectiveness.
• Promote a work environment where individuals feel safe, supported, and inspired.
• Compile and share HR metrics to demonstrate the effectiveness of HR initiatives and influence decisions.
• Lead the development and execution of workforce initiatives that promote retention, employee development, and succession readiness.
• Participate in budget conversations regarding staffing levels, compensation, and benefits.

B. HR Operations 70%

• Provide oversight and strategic direction for human resource management practices across the organization.
• Support and guide the Employee Relations & HR Operations Manager in resolving complex employee relations matters, investigations, disciplinary actions, and workplace concerns.
• Review high-risk employment issues and provide recommendations to minimize organizational risk.
• Ensure consistent application of policies, procedures, and employment practices.
• Partner with legal counsel and executive leadership on employment-related matters as necessary.
• Ensure compliance with applicable federal, state, and local employment laws and regulations, including provisions of the Montana Code Annotated (MCA), and implement necessary policy and practice updates to maintain compliance.
• Oversee policy development efforts and ensure policies remain aligned with organizational needs and legal requirements.
• Provide leadership and oversight for recruitment and talent acquisition functions.
• Develop workforce planning strategies to address current and future staffing needs.
• Collaborate with department leaders to identify workforce challenges and talent needs.
• Evaluate recruitment processes and implement improvements that enhance candidate experience and organizational competitiveness.
• Develop and support strategies that attract, retain, and develop high-performing employees.
• Develop and deliver a Human Resource Information System (HRIS) strategy that promotes better system integration, modernizes capabilities, and automates HR processes.
• Provide strategic oversight of compensation programs.
• Evaluate market trends and recommend compensation strategies that support recruitment and retention objectives.
• Participate in salary administration, classification review, and compensation planning efforts.
• Partner with the Chief Financial Officer regarding budgetary considerations affecting staffing, compensation, and benefits.
• Collaborate with payroll and benefits personnel through a dotted-line reporting relationship to ensure efficient administration and compliance.
• Assist with the administration of RiverStone Health's employee benefit programs, including medical, dental, vision, life, disability, HSA, FSA, retirement, voluntary benefits, and related insurance and benefit plans. Support administration of RiverStone Health's health insurance plan, including eligibility management, enrollment coordination, premium/contribution administration, vendor coordination, employee issue resolution, and reconciliation of plan-related invoices and reports.

Non-Essential Functions/Other duties as assigned ≤5%

• Perform other duties as assigned in support of RiverStone Health's mission and goals.

Education and Experience:

Minimum Qualifications:

• Bachelor's Degree in Human Resources Management or Business Administration with an emphasis in Management
• Five (5) years of human resource team management experience
• Demonstrated experience in employee relations, performance management, workplace investigations, policy administration, and talent acquisition
• Experience in healthcare, public health, or governmental environments

Preferred Qualifications:

• Experience at a senior leadership level (director or above)
• Required to obtain appropriate ICS emergency preparedness training
• Clinical talent acquisition and compensation experience

Required Certificates, Licenses, Registrations:

• SHRM Certified Professional (CP) and/or HRCI Professional in Human Resources (PHR), required within one year of hire and maintained throughout employment.
  
  • Senior credentials from either source are a preferred qualification

Knowledge, Skills, and Abilities:

• Demonstrated knowledge of all aspects of human resources operations and HR strategies
• Strong leadership, communication, and collaboration skills
• Demonstrated ability to maintain compliance with HR related rules, regulations, policies, procedures, and best practices.
• Ability to proactively identify and deliver HR capabilities based on labor trends and needs
• Ability to set clear objectives, success metrics, and reporting mechanisms
• Strong attention to detail, teaching skills, problem-solving skills, organizational skills, and communication skills.
• Experience using a variety of technical systems including Microsoft O365 and HRIS.
• Ability to interact effectively with individuals at all levels of the organization.
• Ability to build trust and conduct professional interactions with officials, board, staff and applicants.

Customer Service Excellence:

• Doing things right the first time
• Making people feel welcome
• Showing respect for each customer
• Anticipating customer needs and concerns
• Keeping customers informed
• Helping and going the extra mile
• Responding quickly
• Protecting privacy and confidentiality
• Demonstrating proper telephone etiquette
• Taking responsibility for handling complaints
• Being professional
• Taking ownership of your attitude toward Service Excellence

Supervision:

• Supervise a team of three HR professionals responsible for delivering all facets of HR, including payroll to an organization with total employees of more than 375 staff.
  
  • Two Direct FTEs
    
    • Employee Relations Manager
    • Talent Acquisition Manager
  • One Indirect FTE
    
    • HR Generalist - Recruiter

Physical Demands and Working Conditions:

• Work can be high-stress when dealing with delicate HR matters, threats, and elevated tensions.
• Work is mainly performed on a computer in the office at least eight (8) hours per day.
• Create and maintain a safe/secure working environment by adhering to safety, security, and health requirements. Integrate injury, illness, and loss prevention into job activities by attending any necessary training and implementing best practices.

Freedom to Act & Decision Making:

• The work is performed under the supervision and direction of the CFO.
• Decisions directly affect the quality of services provided to more than 375 staff.
• Considerable leeway is granted for the exercise of independent judgment and initiative.

Communications & Networking:

• Consult with executives, senior leadership, directors, managers, and supervisors of the organization on employment issues such as strategic HR and change efforts, employee relations issues, compensation, performance management, etc.
• Coach staff to work through conflict balancing organizational best-interest with that of the employee.
• Present key HR subject matter to leadership staff, leadership, and board members to enhance understanding and application.

Budget & Resource Management:

• The Senior Director is directly responsible for the HR budget as a component of the overall Administrative Services budget.
• Human assets represent nearly $40M of the RiverStone Health annual budget, and although each division is responsible for its staffing costs, HR consults with those leaders to help manage staffing levels, compensation, benefits, payroll taxes, and more.
• Responsible for costs associated with ongoing organizational development.