DIRECTOR, HUMAN RESOURCES

Job Description

Job Description

Description:

Job Title: HR Director

Job Code: 859

FLSA Status: Exempt

EEO Class: 1.1 Exec/Senior Level Officials & Mgrs [8810]

Department Name: Human Resources (9510)

Location: Brattleboro, Vermont

Status: Full Time | 1.0 FTE

Reporting to: Chief Executive Officer

JOB SUMMARY:

The HR Director leads the full HR function and serves as a strategic partner to hospital leadership. This role oversees all areas of Human Resources, including Total Rewards, compensation, benefits administration, HRIS, payroll coordination, workforce planning, organizational development, policy oversight, compliance, and people-focused strategic initiatives. The manager ensures that HR practices support the hospital’s mission, meet regulatory requirements, and strengthen the overall employee experience.

The department interfaces with department heads and employees across all departments, senior management, medical staff, community members, legal counsel, and various staff/federal governmental agencies.

KEY RESPONSIBILITIES:

• Human Resources Leadership
• Develop and implement an effective HR strategy that aligns with the organization's goals and objectives, while supporting the overall vision and mission of the organization.
• Lead the HR team in developing and implementing best practices, policies, and procedures to support the organization's talent management, employee relations, employee development, compensation, benefits, labor relations, employee support services, and other HR functions.
• Oversee the design and execution of a comprehensive employee engagement program, including employee recognition and rewards, and development initiatives.
• Develop and implement programs and initiatives to foster a diverse, inclusive, values-based and respectful workplace culture.
• Lead the development of performance development systems that drive performance, engagement, and career development for employees.
• Ensure compliance with all legal requirements and regulations related to HR and employee relations.
• Develop and manage HR budgets, forecasting, and reporting, ensuring efficient and effective use of Resources.
• Lead strategic initiatives that strengthen workforce stability, internal mobility, talent development, and long-term organizational design.
• Analyze labor market conditions and compensation trends to support recruitment and retention.
• Partner with executive leadership on long-range planning related to staffing models, new roles, and organizational growth.
• Ensure effective management of HR systems, technology, and data analytics to support the business needs of the organization.
• Explore trends in Human Resources to enhance employee experience, meet evolving organizational needs, and create innovative programs.
• Responsible for personnel management activities such as training and development, providing regular direction and feedback on performance, disciplinary actions, and preparing and delivering annual performance and salary reviews.
• Develop short- and long-range operating objectives, organizational structure, staffing requirements, and succession plans for the group.
• Develop and recommend departmental budget and authorize expenditures.
• Ensure adherence to pertinent regulatory requirements.

Total Rewards & Compensation:

• Oversee Total Rewards programs, including compensation structures, benefits plans, retirement programs, and reward/recognition efforts.
• Manage the design, implementation, and annual review of salary bands, compensation policies, and market benchmarking.
• Conduct complex compensation modeling to support budget planning, internal equity adjustments, and market adjustments.
• Serve as the primary administrator for the hospital’s self-funded health plan, including stop-loss, pharmacy programs, affordability testing, and regulatory compliance.
• HRIS/Payroll
• Maintain strong data governance practices, including auditing, reporting, and reconciliation of HR, payroll, and benefits data.
• Build analytic dashboards and reports that support decision-making across HR and Finance.
• Compliance & Policy Oversight
• Serve as a key compliance point for federal and state requirements, including FMLA, ADA, ERISA, IRS regulations, Vermont Paid Leave requirements, and internal hospital policies.
• Maintain, and update HR policies and support departments in applying consistent practices.
• Manage investigations and ensure proper documentation, confidentiality, and due process.
• Employee Engagement & Culture
• Support engagement strategies, recognition programs, and communication efforts that reinforce a positive employee experience.
• Partner with leaders to assess engagement trends and implement department-level improvements.

EDUCATION:

• Four-Year Degree in Human Resources, Business, or related field required.
• MS Degree in Human Resources, JD, or MBA Preferred.
• Eight or more years of progressive HR leadership experience, preferably in healthcare.
• Strong knowledge of HR operations, compensation, benefits administration, HRIS systems (Paylocity preferred), regulatory compliance, and workforce strategy.
• Proven ability to manage sensitive issues, lead change, and influence leaders across the organization.

EXPERIENCE:

• Minimum of 10 years’ experience in Human Resources and/or Business with at least five (5) years in a healthcare setting.
• Compensation, Benefits, Talent Acquisition, and Compliance required.
• Direct work in developing a just, value-based culture highly preferred.
• Previous experience supervising HR staff required.
• Strong knowledge of HR operations, compensation, benefits administration, HRIS systems (Paylocity preferred), regulatory compliance, and workforce strategy.

LICENSURE/CERTIFICATION(S):

• Professional HR certifications (e.g., CEBS, PHR, SPHR, etc.) is preferred.
• Demonstrates effective verbal and written communication skills.
• Demostrates ability to perform in a multi-faceted, high stress environment.
• Demonstrates organizational and retention skills.
• Demonstrates ability to work effectively within a diverse group.
• Demonstrates analytical and problem-solving skills.
• Resourceful and ability to act independently.
• Demonstrates ability to build trust and positively influence behavior.
• Environment & Working Conditions:?
• Potential for exposure to bloodborne pathogens as well as potentially infectious conditions.
• Work and travel off site are required; some irregular hours may be required.
• The use of personal protective devices and appropriate safety measures must be employed for all aspects of known or potential exposure.
• Some work environments may be stressful.

OSHA CATEGORY:

• OSHA Category I - Tasks that involve exposure to blood, body fluids, or tissues require use of techniques of Universal Precautions as evidenced with blood borne pathogens standards.

PHYSICAL DEMANDS:

• On-the-job time is spent in the following physical activities.
• Standing
• Walking
• Sitting
• Talking or Hearing
• Use of hands to finger, handle or feel
• Pushing/Pulling
• Stooping, kneeling, crouching or crawling
• Reaching with hands and arms
• This position requires that weight be lifted or force be exerted.
• Up to 25 pounds

WORK ENVIORNMENT:

• This position requires exposure to the following environmental conditions.
• Office environment

EEO/ADA STATEMENT:

Brattleboro Memorial Hospital provides equal employment opportunities to all applicants and employees and strictly prohibits any type of harassment or discrimination in regards to race, religion, age, color, sex, disability status, national origin, genetics, sexual orientation, protected veteran status, gender expression, gender identity, or any other characteristic protected under federal, state, and/or local laws.

Consistent with the Americans with Disabilities Act (ADA), it is the policy of Brattleboro Memorial Hospital to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. If reasonable accommodations are needed, please contact Human Resources.

Your employment with Brattleboro Memorial Hospital is on an at-will basis, meaning either you or the Company can terminate the employment relationship, at any time, for any or no reason, and with or without cause or notice. As an at-will employee, your employment with Brattleboro Memorial Hospital is not guaranteed for any length of time.

I understand the description of this job and the essential functions, as given above. I also understand that not all of the duties are described above, and that I will perform those above and other related duties as directed by my supervisor and management. I further understand that employment is at-will, and that either I or my employer may terminate the employment relationship at any time.