Director Human Resources

General Summary of Position
The Director of Human Resources (HRD) is a strategic leader responsible for aligning HR strategies with business objectives across the system. This role leads through influence in a matrixed environment driving workforce strategy and ensuring operational excellence in HR service delivery. With a strong business acumen the HR Director partners closely with senior leadership in the entity and HR Centers of Expertise (COE) to shape organizational culture enhance talent capabilities and drive change management in alignment with the strategic organization operating plans. With strong executive communication skills the HRD enables effective decision-making champions change and ensures HR strategies are inclusive and embedded in operational execution.

Primary Duties and Responsibilities

• Strategic Business Partnership Act as a trusted advisor to senior leaders aligning workforce and organizational strategies with business objectives. Translate business needs into actionable HR strategies and initiatives that drive measurable outcomes.
• Organizational Effectiveness & Design Partner with the OE COE to assess design and implement organizational structures that support strategic priorities. Lead entity-level change initiatives including M&A integration restructuring and workforce transitions. Use diagnostic tools and data to identify performance gaps and recommend structural or cultural interventions.
• HRBP Team Development & Coaching Coach and mentor emerging HRBPs to build strategic capability and professional confidence. Foster a culture of continuous learning collaboration and shared best practices across the HRBP community.
• Cross-Entity Collaboration & Efficiency Identify and lead cross-entity HR projects that enhance operational efficiency and elevate the HR function's impact. Promote consistency in HR service delivery and alignment with enterprise-wide goals.
• Enterprise HR Integration Serve as the bridge between Business HR and COEs especially OE to ensure cohesive and scalable HR solutions. Provide business insights to COEs to shape relevant data-driven HR programs.
• Execution Excellence Balance strategic thinking with hands-on execution of key HR initiatives. Ensure timely and effective implementation of HR programs policies and workforce solutions.
• Change Leadership & Culture Enablement Lead change management efforts for organizational transformation and cultural alignment. Promote a culture of agility inclusion and innovation.
• Governance & Compliance Ensure compliance with labor laws accreditation standards and MedStar policies. Represent HR in audits regulatory reviews and community engagements.
• Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate.
• Develops and contributes to the achievement of established department goals and objectives and adheres to department policies procedures quality standards and safety standards. Ensures compliance with hospital/facility policies and procedures and governmental/accreditation regulations.
• Regularly participates in the development of System-wide plans goals and objectives as a member of the HR leadership team and membership on various entity specific and corporate committees. Interfaces coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed.

Minimal Qualifications
Education

• Bachelor's degree Human Resources Business Administration or related field. required or
• Master's degree Human Resources Business Administration or related field. preferred

Experience

• 8-10 years in Human Resources in a large-scale multi-site matrixed organization required. Must have served in specialist roles such as HR Business Partner Generalist Employee Relations. required and
• 5-7 years of management experience required
• In-depth and up-to-date knowledge of talent acquisition talent management compensation benefits labor and associate relations law and HR technology. required
• Proven track record of strategic HRBP leadership talent management and organizatio0nal development in similar sized organizations preferred

Licenses and Certifications

• SHRM-SCP preferred or
• SHRM-CP preferred or
• Senior Professional in Human Resources (SPHR)-HRCI preferred or
• Professional in Human Resources (PHR)-HRCI preferred

Knowledge Skills and Abilities

• Demonstrated Excellence in HR Process Optimization: Proven ability to review streamline and implement high-quality HR processes with a consistent detail-oriented approach. Experienced in maintaining operational excellence across all HR functions driving efficiency and enhancing the overall employee experience at the organizational level.
• Strategic Policy Interpretation and Organizational Development: Skilled in interpreting and applying company policies and organizational practices. Proactively identifies opportunities for improvement and recommends strategic changes that align with evolving business needs regulatory compliance and best practices in human resources management.
• Effective Public Speaking and Stakeholder Engagement: Adept at developing and delivering impactful presentations on complex HR topics to executive leadership management teams and diverse employee groups. Able to communicate key initiatives policy changes and strategic HR objectives in a clear persuasive and engaging manner.
• Leadership Coaching and Influence: Highly capable of influencing and coaching frontline managers and business unit leaders through a wide range of HR and business challenges. Fosters leadership development supports talent management initiatives and drives alignment with organizational objectives.
• Strategic Planning and Execution: Experienced in translating organizational strategy and key initiatives into actionable plans for business units. Ensures seamless alignment between HR programs and company goals driving successful implementation and measurable outcomes at all levels of the organization.
• Conflict Management and Negotiation: Demonstrated conflict management and negotiation skills; ability to effectively engage in collective bargaining activities.