Director of Human Resources

Job Description

Job Description

Job Title: Director of Human Resources

Compensation: $150,000.00

Employment Type: Full-Time Employment with Benefits (Medical, Life, Dental, Vision, and 401k)

Schedule: Monday through Friday. 8-hour day shift. No nights, no weekends, and no major holidays!

Position Overview

The Human Resources Director at Envita Medical Centers serves as a strategic partner to executive leadership, responsible for advancing organizational culture, leadership effectiveness, workforce strategy, and HR operations across multiple entities. This role drives scalable people initiatives that support organizational growth, strengthen leadership capability, and enhance employee engagement in a fast-paced healthcare environment.

This is a highly influential leadership role requiring strong business acumen, executive presence, sound judgment, and the ability to drive organizational change while fostering a high-performing and people-centered culture.

Core Responsibilities

Organizational Strategy & Executive Partnership

• Partner with executive leadership to develop and execute long-term people strategies aligned with organizational goals
• Provide strategic guidance related to organizational structure, workforce planning, succession planning, and leadership effectiveness
• Identify organizational risks, workforce trends, and operational gaps and develop proactive solutions
• Support organizational growth initiatives, change management efforts, and business transformation strategies
• Serve as a trusted advisor to leadership on complex employee relations, organizational, and cultural matters

Leadership Development & Organizational Effectiveness

• Lead organizational leadership development initiatives focused on building sustainable, high-performing leaders
• Oversee leadership training programs, management development, and succession planning efforts
• Develop frameworks that promote accountability, communication, decision-making, and leadership consistency across departments
• Partner with department leaders to strengthen team effectiveness, engagement, and operational alignment
• Assess organizational health and recommend strategies to improve performance, retention, and employee experience

HR Strategy, Infrastructure & Process Improvement

• Oversee the development and evolution of high-performing HR systems, workflows, policies, and operational infrastructure
• Ensure HR practices remain aligned with organizational growth and changing business needs
• Evaluate organizational processes and implement improvements that increase efficiency, consistency, and effectiveness
• Establish HR metrics, reporting, and analytics to support executive decision-making
• Use workforce trends and HR analytics to guide organizational decision-making and drive continuous improvement across HR operations and employee lifecycle processes

Culture, Engagement & Employee Experience

• Champion a professional, accountable, and people-centered workplace culture
• Lead initiatives that improve employee engagement, leadership effectiveness, and retention
• Promote leadership accountability and consistency in employee experience across departments
• Support initiatives that strengthen collaboration, trust, and alignment between employees and leadership
• Serve as an escalation point for sensitive or complex employee relations matters

Compliance, Risk Management & Governance

• Ensure organizational compliance with all applicable federal, state, and local employment laws and healthcare regulations
• Partner with legal counsel and executive leadership regarding employment risk mitigation and organizational policy decisions
• Oversee internal investigations, corrective action strategy, and high-level employee relations concerns
• Maintain oversight of HR compliance programs, audits, and documentation practices
• Ensure confidentiality and appropriate handling of sensitive employee and organizational information

Talent Strategy & Workforce Planning

• Oversee long-term talent acquisition and workforce planning strategies
• Partner with leadership to identify organizational talent needs and succession opportunities
• Evaluate recruiting effectiveness, retention trends, and workforce scalability
• Support the development of internal talent pipelines and leadership readiness initiatives
• Ensure alignment between hiring strategies and organizational objectives

HR Team Leadership

• Lead, mentor, and develop the Human Resources team through coaching, accountability, and strategic direction
• Establish departmental priorities, goals, and performance expectations aligned with organizational objectives
• Foster a collaborative, solutions-oriented HR team culture focused on service, partnership, and continuous improvement
• Support professional development and growth opportunities within the HR department

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (or equivalent experience)
• 8–10+ years of progressive HR leadership experience
• Experience leading organizational strategy, leadership development, and culture initiatives
• Strong knowledge of employment law, compliance, and HR best practices
• Demonstrated experience building scalable HR infrastructure and organizational processes
• Strong leadership, communication, conflict resolution, and executive partnership skills
• Experience in healthcare or a highly regulated environment preferred
• Demonstrated ability to influence executive leaders and navigate complex organizational dynamics with professionalism and discretion
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred

What We’re Looking For

• A strategic and growth-oriented HR leader who is passionate about strengthening organizational culture, leadership effectiveness, and employee experience
• Someone who values accountability, professionalism, collaboration, and operational excellence while maintaining a people-centered approach
• A trusted business partner who can influence leaders, navigate complex employee and organizational dynamics, and drive meaningful change
• A forward-thinking leader who can build sustainable systems, develop high-performing leaders, and support organizational growth while maintaining a people-centered culture