Director Human Resources

Human Resources Director

Join a Legacy of Care – Delivering over 50 years of Healing and Hope

For more than 50 years, Cancer Care Northwest has been a trusted leader in cancer care throughout the Inland Northwest. Our team is united by a shared commitment to delivering innovative, compassionate, and comprehensive care to patients and their families throughout every stage of their cancer journey.

At Cancer Care Northwest, our mission extends beyond treatment. We are driven by a passion for making a meaningful difference in the lives of those affected by cancer and blood disorders. Through collaboration, excellence, and patient-centered care, we continue to set the standard for oncology services in our communities.

If you are seeking an opportunity to make a lasting impact, support a mission-driven organization, and enjoy a healthy work-life balance, we invite you to join our team.

Position Summary

The Human Resources Director serves as a strategic business partner to Practice Leadership, providing guidance and direction on all human resources matters to support organizational objectives. This role is responsible for aligning human capital strategies with business goals while ensuring compliance with company policies, procedures, and all applicable federal, state, and local employment laws.

The HR Director works collaboratively with leaders to attract, develop, engage, and retain top talent while fostering a positive workplace culture that enhances employee engagement, organizational effectiveness, patient care, and business performance.

Responsibilities

Key Responsibilities:

• Partner with Practice leadership to develop and execute human resources strategies that support business objectives through workforce planning, organizational development, organizational effectiveness, business growth initiatives, and data-driven decision making.
• Serve as a trusted advisor by providing consultative support in employee relations, conflict resolution, policy interpretation, resource utilization, and change management while influencing business outcomes through collaborative partnerships.
• Champion and strengthen the Practice culture by driving employee engagement initiatives and fostering high-performing, inclusive teams.
• Lead and oversee key HR programs, including employee engagement, recognition and rewards, talent reviews, performance management, leadership development, and succession planning.
• Manage complex employee relations matters, providing both proactive and responsive guidance to maintain positive employee-employer relationships and a highly engaged workforce.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations by monitoring legislative changes, enforcing adherence to policies, and advising leadership on risk mitigation and required actions.
• Act as a strategic advisor to Practice leadership by contributing HR expertise to both short-term and long-range business planning efforts, organizational initiatives, and leadership decision making.
• Collaborate closely with Corporate Centers of Excellence (COEs) to provide feedback on enterprise initiatives, support successful implementation, and ensure alignment with organizational objectives across The US Oncology Network.
• Maintain ongoing communication with the Regional HR Director regarding Practice priorities, workforce trends, organizational challenges, and strategic initiatives.
• Serve as a key member of the Practice Leadership Team, representing the Human Resources function and providing strategic guidance on talent, culture, engagement, and organizational effectiveness.

Leadership Expectations:

• Demonstrate strategic thinking and sound business judgment.
• Build strong partnerships with leaders and stakeholders across the organization.
• Drive organizational change and continuous improvement initiatives.
• Foster a culture of accountability, inclusion, and employee engagement.
• Lead with integrity, influence, and a commitment to organizational excellence.

Qualifications

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field required; advanced degree preferred. Equivalent combinations of education and experience may be considered.
• Minimum of ten (10) years of progressive Human Resources experience, including at least three (3) years of leadership and people management experience.
• Professional Human Resources certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
• Demonstrated expertise in employee relations, organizational development, talent management, performance management, workforce planning, and employment law.
• Strong business acumen with the ability to influence and collaborate effectively across all levels of the organization.
• Proficiency in Microsoft Office Suite, including Word, Excel, PowerPoint, and Outlook.
• Excellent communication, interpersonal, problem-solving, and leadership skills.

Physical Demands:

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to be present at the employment site during regularly scheduled business hours and regularly required to sit or stand and talk or hear. The employee frequently is required to use hands to finger, handle, or feel and occasionally required to reach with hands and arms. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision and ability to adjust focus.

Work Environment:

• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is performed in an office, clinical or classroom environment and requires significant interaction with corporate and network staff. Work will involve in-person interaction with co-workers and management and/or clients. Work may require travel by air or automobile, approximately 50%.