Director of Human Resources

Description

Carolina Neurosurgery & Spine Associates (CNSA) is seeking a dynamic and strategic Director of Human Resources to lead our HR department through an exciting period of growth, integration, and change. This individual will play a key leadership role in advancing CNSA’s people strategy, fostering a culture of engagement, and aligning HR operations with the organization’s continued clinical and operational excellence.

About The Role

The HR Director will lead and oversee all aspects of Human Resources across CNSA, serving as a hands‑on HR leader and trusted partner to executive and operational leadership. This role will have direct ownership of employee relations, benefits administration, 401(k) administration and compliance, HR policies and procedures, HR compliance, physician recruitment and onboarding, and organizational development.

The HR Director will be responsible for ensuring CNSA practices are compliant, consistent, and aligned with the needs of a growing, multi‑site healthcare organization. This role requires a leader who is comfortable balancing strategic HR leadership with hands‑on execution, independently addressing complex employee matters, managing external HR partners and vendors, and proactively identifying and mitigating compliance risks.

As CNSA continues to evolve with a managed services organization (MSO) model, the HR Director will also partner closely with PracticeCore and other centralized resources to ensure effective integration and alignment of HR processes and services.

Key Responsibilities

HR Leadership & Operations

• Lead HR strategy and day‑to‑day HR operations across all CNSA clinic locations.
• Partner with the executive team and department leaders to align people strategies with CNSA’s operational and organizational goals.
• Establish consistent, scalable HR practices across a multi‑site, multi‑state healthcare environment.
• Serve as a trusted HR advisor to executives, physicians, and leaders on a broad range of people and workforce matters.

Benefits & 401(k) Administration

• Lead and oversee benefits administration, including health, dental, vision, life, disability and other employee benefit programs.
• Manage relationships with benefits brokers, carriers, administrators and other external partners.
• Ensure accurate and timely administration of benefit enrollments, eligibility, life events, employee inquiries and issue resolution.
• Lead annual benefits renewal and open enrollment activities, including planning, employee communications, education and implementation.
• Oversee the administration and compliance of the CNSA 401(k) plan, ownership of the NDT process, partnering with plan administrators, advisors and other external resources as appropriate.
• Monitor benefits and retirement plan processes to ensure required compliance, documentation, communications and reporting are completed accurately and timely.
• Serve as the internal point of contact for benefits and 401(k)-related questions and escalations.

Employee Relations & Performance Management

• Own employee relations matters from intake through resolution, including employee concerns, workplace conflicts, performance issues, investigations, corrective action and other sensitive employee matters.
• Conduct and/or oversee employee investigations, ensuring appropriate documentation, consistency, confidentiality and timely resolution.
• Provide guidance and coaching to leaders regarding performance management, disciplinary actions, workplace conduct and other employee relations matters.
• Identify trends in employee relations and recommend proactive strategies to address recurring issues and strengthen the employee experience.
• Ensure employee relations practices are applied consistently and fairly across the organization.

HR Compliance & Policies

• Own HR compliance across CNSA’s multi‑state operations, staying current on applicable federal and state employment laws and regulations.
• Proactively identify compliance risks and partner with leadership and external resources to address gaps and implement corrective actions.
• Develop, review, interpret and maintain HR policies and procedures to ensure they remain current, compliant and aligned with organizational needs.
• Ensure consistent application and communication of HR policies across locations and departments.
• Maintain appropriate HR documentation and records and support internal and external audits as needed.
• Partner with leadership and external counsel or HR advisors on complex compliance matters as appropriate.

Talent Acquisition & Physician Recruitment

• Lead recruitment and onboarding strategies for staff and physicians.
• Partner with hiring leaders to define workforce needs, develop effective recruiting strategies and ensure a strong candidate experience.
• Oversee physician recruitment and onboarding processes in partnership with executive and clinical leadership.
• Ensure onboarding processes are compliant, consistent and effectively prepare new employees and physicians for success.

Organizational Development & Change Management

• Champion organizational change initiatives and help leaders navigate growth, integration and evolving organizational needs.
• Strengthen leadership development, employee engagement, retention and organizational effectiveness strategies.
• Support leaders in building high‑performing, accountable and collaborative teams.
• Identify opportunities to improve the staff experience and strengthen HR processes and practices.

MSO Partnership & Operational Integration

• Collaborate with PracticeCore and HR partners to effectively integrate and streamline HR functions within the MSO model.
• Evaluate opportunities to improve the efficiency, consistency and scalability of HR services.
• Establish clear ownership and accountability between CNSA, PracticeCore and external HR partners.
• Ensure centralized HR services effectively support the needs of CNSA’s practices, leaders and employees.

Why Join CNSA

CNSA is one of the nation’s premier neurosurgery and spine practices, known for clinical innovation and patient‑centered excellence. As we continue to modernize and expand through our partnership with PracticeCore, the HR Director will have a unique opportunity to shape the future of our people operations — building a foundation for engagement, growth and performance.

Company Culture Expectations

• Reflects CNSA Core Values in all job responsibilities and interactions.
• Compassion: Treats others with compassion and empathy.
• Teamwork: Collaborates effectively with all team members.
• Communication: Communicates effectively, professionally and with positivity.
• Integrity: Acts with integrity, discretion and accountability.
• Innovation: Remains open‑minded to new ideas and continual improvement.
• Community: Treats every patient and team member as part of the CNSA community.
• Participates in department or system‑wide improvement initiatives.
• Performs high‑quality work that is accurate, complete and timely.
• Responds promptly and professionally to employee and organizational needs.
• Asks questions and seeks clarification to ensure a full understanding of responsibilities.
• Adapts effectively to changing assignments, priorities and organizational needs.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration or a related field; Master’s degree preferred.
• 7+ years of progressive HR experience, including demonstrated HR leadership experience in a healthcare, multi‑site or similarly complex environment.
• Demonstrated experience independently managing complex employee relations matters including investigations, performance management, corrective action, conflict resolution and documentation.
• Strong experience overseeing benefits administration including health and welfare plans, vendor/broker relationships, open enrollment, employee communications and compliance.
• Experience with 401(k) administration and retirement plan compliance, including working with plan administrators and external advisors.
• Strong knowledge of federal and state employment laws and demonstrated experience leading HR compliance efforts.
• Experience developing, interpreting implementing and maintaining HR policies and procedures.
• Experience with physician recruitment and onboarding preferred.
• Experience working in a multi‑site healthcare organization, physician practice, MSO or similar environment preferred.
• Demonstrated ability to partner effectively with executives, physicians and department leaders.
• Strong judgment discretion communication and conflict‑resolution skills with the ability to handle highly sensitive and confidential matters.
• Ability to balance strategic thinking with hands‑on execution in a fast‑paced and evolving environment.
• PHR/SPHR or SHRM‑CP/SHRM‑SCP certification preferred.

Key Leadership Competencies

• Employee Relations Leadership – Demonstrates sound judgment, discretion and confidence in independently managing sensitive and complex employee matters.
• Compliance & Risk Management – Proactively identifies HR compliance risks and takes appropriate action to ensure the organization remains compliant.
• Benefits & Retirement Plan Expertise – Understands the operational and compliance requirements associated with benefits and 401(k) administration.
• Policy Leadership – Develops, interprets and consistently applies HR policies and procedures.
• Executive Partnership – Builds credibility and trust with executives, physicians and leaders and provides thoughtful practical HR guidance.
• Hands‑On Leadership – Willing and able to personally manage HR matters and execute critical HR processes rather than relying solely on delegation.
• Strategic Thinking – Connects HR strategy to organizational priorities while remaining focused on practical execution.
• Change Leadership – Effectively guides employees and leaders through organizational change and growth.
• Communication & Relationship Building – Communicates with professionalism empathy clarity and appropriate discretion across all levels of the organization.
• Integrity & Judgment – Handles confidential information and sensitive employee matters with a high degree of professionalism fairness and accountability.