Director of HR

Our client, a healthcare organization, is seeking an experienced, business-minded Director of People to lead the people side of its physician experience and oversee HR operations. Reporting to the Chief People Officer and partnering closely with clinical leadership, this individual will deliver white-glove support to physicians, strengthen physician performance and engagement, and use data to inform decisions, while leading HR operations in partnership with the HR Operations team.
This is an opportunity for a proactive, hands-on leader who enjoys building programs, establishing processes, and taking ownership of strategic initiatives. The ideal candidate will bring strong business acumen, sound judgment, and an enterprise mindset, thinking across the organization about what matters most to the business rather than to HR alone. The role offers meaningful growth potential and the opportunity to become a key member of the HR leadership team.
Location: Remote (Must be based in Chicago IL or surrounding areas)
Comp - 140-160k + Bonus 
Key responsibilities

• Provider experience: Serve as the dedicated leader for the people side of the physician experience, delivering white-glove support, resolving concerns quickly, and coordinating across HR, Operations, and Finance.
• Clinical leadership partnership: Partner closely with clinical leadership to understand provider needs, surface trends, and lead initiatives that improve physician engagement and retention, recognizing the critical relationship between physician staffing, operational performance, and revenue.
• Physician performance management: Lead the development and implementation of performance management programs that establish meaningful expectations and accountability for physicians.
• Physician employee relations: Lead employee relations matters involving physicians, including investigations, conflict resolution, and corrective action, ensuring fair, consistent outcomes in line with policy and contractual obligations.
• Provider data and analytics: Own provider and people data, building reporting on retention, turnover, onboarding, engagement, and workforce trends to inform decisions by clinical and HR leadership.
• Workforce and succession planning: Partner with leaders to anticipate physician staffing needs and build succession plans for critical physician and leadership roles.
• HR operations and process scaling: Lead and develop the HR operations team in partnership with the HR Operations Manager, using deep ADP expertise to guide system optimization and scale processes, while ensuring accurate payroll and employment law compliance.