Director Human Resources

Title: Human Resources - Director

Position Objective:

The Human Resources- Director is responsible for leading HR strategies, fostering a high-performance culture, and ensuring compliance with employment laws, regulatory requirements, and Joint Commission standards. This role aligns human resource initiatives with business objectives while developing and implementing policies that support legal compliance, risk management, and ethical employment practices.

The Human Resources Director will lead and oversee the company’s employee relations strategies, workplace policies, and regulatory compliance. This position is responsible for fostering a positive and productive work environment by resolving workplace conflicts, ensuring fair treatment, promoting employee engagement, and managing the company’s overall relationship with employees. This leader will collaborate closely with senior management, HR teams, legal counsel, and regulatory bodies to mitigate risks, uphold Joint Commission standards, and maintain adherence to all applicable labor laws and HR best practices.

Essential Job Duties:

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

HR Strategy & Leadership:

• Partner with senior leadership to develop and execute HR strategies that support business goals while ensuring compliance with employment laws, Joint Commission standards, and industry regulations.
• Provide strategic guidance on talent management, workforce planning, succession planning, and employee engagement to support business growth and compliance.
• Use HR metrics and analytics to drive informed decision-making, enhance compliance monitoring, and improve HR programs.

Compliance & Risk Management:

• Develop, implement, and monitor policies and procedures to ensure compliance with federal, state, and local employment laws (e.g., FLSA, FMLA, ADA, Title VII, EEO, OSHA) and Joint Commission HR-related standards.
• Ensure HR policies, procedures, and documentation meet Joint Commission accreditation requirements, including staff credentialing, competency assessments, and training compliance.
• Maintain accurate, legally compliant employee records, including licensure verification, background checks, and required training documentation.
• Conduct audits and self-assessments to identify and address compliance gaps related to labor laws, workplace safety, and accreditation standards.
• Work with legal counsel to mitigate risks and prepare for Joint Commission surveys and other regulatory audits.

Employee Relations & Conflict Resolution:

• Lead employee relations programs that foster a fair, inclusive, and legally compliant work environment.
• Conduct internal investigations into employee complaints and concerns, ensuring fair, consistent, and confidential handling of issues while complying with legal and regulatory standards.
• Provide training and guidance to managers on performance management, conflict resolution, and disciplinary actions in alignment with labor laws and Joint Commission expectations.
• Monitor workplace policies to ensure alignment with compliance standards and proactively address potential issues.

Workplace Culture & Employee Engagement:

• Promote a culture of compliance, ethical leadership, and continuous improvement in alignment with Joint Commission and HR best practices.
• Develop and implement employee engagement and recognition programs that support retention and organizational culture.
• Act as a key advisor to management on workplace culture, diversity & inclusion, and employee satisfaction initiatives.

Performance Management & Development:

• Oversee performance management programs, ensuring they align with regulatory compliance and employee development goals.
• Partner with learning and development teams to implement leadership training, compliance training, and ongoing professional development in accordance with Joint Commission requirements.
• Collaborate with compensation and benefits teams to ensure competitive, legally compliant total rewards programs.

Educational & Experience Requirements:

• Bachelor’s degree in human resources, Business Administration, or a related field (Master’s preferred).
• Minimum of 8-10 years of progressive HR experience, with at least 5 years in a leadership role.
• Experience working as an HR Business Partner supporting multiple business functions.

Required Licenses/Certifications:

• HR certification (e.g., SHRM-SCP, SPHR) preferred.

Working Conditions & Physical Demands:

• Work Classification: Sedentary
• Employees in this position are not expected to be exposed to bloodborne pathogens.
• The described physical demands and work environment are representative of those encountered while performing essential job functions. Reasonable accommodations may be made to comply with the Americans with Disabilities Act (ADA).