Human Resources Business Partner jobs at Dignity Health

Ohio • Full-Time • Multi-Site Skilled Nursing Management We're growing - and we're looking for a strong, steady HR leader to grow with us. Garden Springs Healthcare is an expanding skilled nursing management company in Ohio. We focus on clear standards, strong communication, and a supportive environment for both our staff and the residents we serve. As we continue to scale, we're strengthening our people systems and leadership development, and we're seeking a Corporate Director of HR & Culture to help lead that work. What You'll Do Lead HR policy, compliance, and employee relations across multiple facilities Build consistent onboarding, documentation, and performance practices Strengthen communication, culture, and engagement throughout the organization Improve hiring, onboarding, and leadership development pathways Support acquisitions, organizational planning, and HR metrics reporting Serve as a steady, structured resource for building leadership teams What We're Looking For 5+ years of HR leadership (healthcare or multi-site strongly preferred) Strong expertise in HR compliance, employee relations, and policy development Clear, confident communicator with strong decision-making skills Dependable, structured leadership approach with excellent follow-through Ability to travel throughout Ohio SHRM-CP/SCP or PHR/SPHR preferred Why Join Us A growing organization with room to build systems and leave a lasting impact Supportive leadership that values consistency, communication, and professionalism Opportunity to shape culture, elevate expectations, and influence organizational direction If you're a steady, strategic HR leader who thrives in building structure and supporting growth, we'd love to talk with you. Apply directly on LinkedIn or message us for more details.

Do you lead with kindness and a servant's heart? Are you passionate about employee relations and staying ahead of evolving HR compliance? We have a need for a Human Capital Consultant at The Encompass Group. In this role, you will collaborate with HR and other business leaders to create strategy and alignment across their organization. You serve as both a subject mater expert and strategic partner to help streamline HR processes and procedures. The Encompass Group is the people optimization partner whose love of others compels us to exceed clients' expectations and meet their greatest needs. Traditional job descriptions for an HR Business Partner just don't fit what we do. We are people dedicated to helping others grow, thrive, and transform; the tie that binds everything we do is our focus on people. What we look for: Bright- We are curious, and we are smart. But we're also inquisitive, shining a light into the darkness to ensure we understand our clients' problems and how to solve them. Uncommonly kind- Had a bad day? Cookies arrive on your desk. Lost your luggage? We'll make sure you have what you need to get home. Being kind also means striving to make a positive impact, even when it's hard or unpopular. Purposeful- We don't merely skim the surface of a problem; we delve deep into its roots and provide solutions that are smart and backed by our expertise. Joyful servant- Our approach to serving clients is characterized by enthusiasm, positivity, and a strong sense of purpose. What we promise: Purposeful and accelerated career growth A flexible working environment 4 weeks PTO, full company paid benefits package, 401k contribution Fun- company outings, sporting events, in-office massages, casino nights, and regular celebration Compassion- consistently serving one another and our broader community Job Responsibilities: Ensure clients have an exceptional end-to-end customer experience using our various technology platorms and related services while acting as the primary point of contact. Provide in-person and web-based/telephonic client training on technology solutions. Deliver continuing education and support for business practices, processes, projects, and technology relating to COBRA, FMLA, Employee Relations, Unemployment, Benefits Administration, compensation, HRIS, and HR strategy. Anticipate clients' needs and proactively address potential concern areas. If you are ready to build relationships and better organizations, please apply. We cannot wait to meet you!

**Candidates must reside in SCAL Market** This senior individual contributor is primarily responsible for serving as a liaison between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, conducting company human resources support activities, and driving and/or partnering on the development and implementation of organizational change efforts. This position collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues, leads and/or partners on HR investigations based on standard KP or negotiated labor practices, conducts reporting of Company employee information and external benchmarks, and supports and provides consultation to ensure HR compliance. Essential Responsibilities: Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback. Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others. Serves as first point of contact between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures by partnering with business leaders on strategies and business objectives; assessing HR impact in consideration of changing business strategies; researching and analyzing organizational data and processes to identify trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; coaching and serving as a strategic partner with executive/senior leaders; and aligning and providing solutions in consideration of both HR and business objectives. Conducts company human resources support activities by providing guidance and subject matter expertise to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; performing human resources activities; ensuring human resources align with KP standards; and ensuring human resources activities are fully documented. Drives and/or partners on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with internal and external stakeholders on change management strategy; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees. Collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues by providing consultation on employee relations matters (e.g., performance management, employee discipline issues); conducting research and providing advice and assistance on employment related regulations at the State and Federal level; influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; attending arbitration and negotiations; coordinating problem resolution; and escalating issues based on supporting data. Leads and/or partners on HR investigations based on standard KP or negotiated labor practices by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; researching key business issues; identifying potential action steps; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations. Conducts reporting of Company employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports. Supports and provides consultation to ensure HR compliance by staying abreast of current compliance regulations; providing support and expertise to business partners regarding regulatory changes; and driving the implementation of designated changes. Minimum Qualifications: Minimum three (3) years experience in a leadership role with or without direct reports. Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements: Preferred Qualifications: Four (4) years health care experience. Four (4) years experience working cross-functionally across departments, functions, or business lines. Primary Location: California,Pasadena,Walnut Center - Regional Offices Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:00 AM Working Hours End: 05:00 PM Job Schedule: Full-time Job Type: Standard Worker Location: Onsite Employee Status: Regular Employee Group/Union Affiliation: NUE-SCAL-01|NUE|Non Union Employee Job Level: Individual Contributor Department: Regional Offices - Pasadena - Medical Office Admin Services - 0806 Pay Range: $144400 - $186780 / year Kaiser Permanente is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not include the value of our total rewards package. Actual pay determined at offer will be based on years of relevant work experience, education, certifications, skills and geographic location along with a review of current employees in similar roles to ensure that pay equity is achieved and maintained across Kaiser Permanente. Travel: Yes, 20 % of the Time Kaiser Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.

The Regional Human Resources Director provides strategic guidance and support to leadership in designated geographic regions regarding best practices on key HR functions including employee relations, affirmative action, employment law compliance, performance management, policy implementation, compensation, succession planning, change management, retention, talent development and conflict resolution. Leads and delivers high quality HR services to all levels of employees. This is a remote position with travel to clinics. Candidates should reside in the Salt Lake City, UT, Denver, CO or Phoenix, AZ area. Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned. Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to Leadership. Align HR strategy with business goals; perform as internal consultant to leaders on organizational effectiveness and emerging HR initiatives. Serve as a seasoned change agent with proven ability to drive and influence strong and seasoned business leaders and implement improvements. Build strong working relationships with leadership, management and employees through proactive, thorough and timely response and resolution to all employee relations concerns. Collaborate with and engage with HR subject matter experts including Compensation, Training, Recruiting to execute on strategic plans for assigned business areas. Facilitate meetings, develop and present training programs on HR Related topics as needed. Oversee the performance management process and provide managers with appropriate guidance on documentation, coaching, and performance improvement plans. Provide policy guidance and interpretation of state specific and Federal labor law. Uphold management goals of corporation by leading staff in team concepts and promoting a team effort. Maintain effective personnel management and employee relations, including evaluating the performance of all personnel; approving and submitting all hours worked and counseling and disciplining employees. May recruit, train, develop, and supervise personnel.

The Regional Human Resources Director provides strategic guidance and support to leadership in designated geographic regions regarding best practices on key HR functions including employee relations, affirmative action, employment law compliance, performance management, policy implementation, compensation, succession planning, change management, retention, talent development and conflict resolution. Leads and delivers high quality HR services to all levels of employees. This is a remote position with travel to clinics. Candidates should reside in the Salt Lake City, UT, Denver, CO or Phoenix, AZ area. Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned. Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to Leadership. Align HR strategy with business goals; perform as internal consultant to leaders on organizational effectiveness and emerging HR initiatives. Serve as a seasoned change agent with proven ability to drive and influence strong and seasoned business leaders and implement improvements. Build strong working relationships with leadership, management and employees through proactive, thorough and timely response and resolution to all employee relations concerns. Collaborate with and engage with HR subject matter experts including Compensation, Training, Recruiting to execute on strategic plans for assigned business areas. Facilitate meetings, develop and present training programs on HR Related topics as needed. Oversee the performance management process and provide managers with appropriate guidance on documentation, coaching, and performance improvement plans. Provide policy guidance and interpretation of state specific and Federal labor law. Uphold management goals of corporation by leading staff in team concepts and promoting a team effort. Maintain effective personnel management and employee relations, including evaluating the performance of all personnel; approving and submitting all hours worked and counseling and disciplining employees. May recruit, train, develop, and supervise personnel.

Revolution Medicines is a clinical-stage precision oncology company focused on developing novel targeted therapies to inhibit frontier targets in RAS-addicted cancers. The company's R&D pipeline comprises RAS(ON) Inhibitors designed to suppress diverse oncogenic variants of RAS proteins, and RAS Companion Inhibitors for use in combination treatment strategies. As a new member of the Revolution Medicines team, you will join other outstanding Revolutionaries in a tireless commitment to patients with cancers harboring mutations in the RAS signaling pathway. The Opportunity: Reporting directly to the Chief Human Resources Officer (CHRO) with a dotted line to the SVP Head of Europe, this individual will play a key role in building employee and organizational excellence as a key member of the corporate human resources leadership team and the European leadership team. The ideal candidate will have worked within a US-based company with global and multicultural environments, applying both senior level human resources expertise as well as hands-on experience to build the regional organization. Being a relationship builder and problem solver working in a fast-paced environment are key attributes for this position. Partnering with corporate human resources and providing human resources guidance in achieving the European organizational strategy to meet business goals are top priorities. The European office will be located in Basel, CH. As a strategic partner and trusted advisor to the SVP Head of Europe, as well as to the European Leadership Team and their respective teams, work to build the region via strategic thought partnership and effective operational human resources approaches to meet our go to market strategy. Partner and collaborate with the CHRO and corporate human resources team, as well as with regional and local external human resources service delivery partners, to proactively engage with the business in achieving the short and long-term goals by driving scalable workforce planning & talent strategy. Provide expert insight, coaching, and development with people, process, productivity and organizational issues to positively influence performance and business outcomes. Oversee and lead the European human resources function as follows: Facilitate recruitment strategy, partnering with talent acquisition and hiring managers to attract, recruit, and retain excellent talent to meet our go-to market goals. Partner with the European Leadership Team and corporate's culture, engagement, and leadership team to drive and build employee engagement & culture. Build, lead, manage and develop human resources team in partnership with corporate human resources. Champion total rewards programs by partnering with corporate's total reward's team to build, lead and sustain local compensation and benefits practices and related program questions. Develop and lead various initiatives: Global initiatives and projects driven by corporate to support alignment and effective implementation at the local office. Regional employee onboarding and engagement including all supporting activities. Champion a consistently fair and inclusive work environment in compliance with all relevant regional laws, regulations and the company's standards. Navigate employee issues to determine effective interventions and resolutions. Required Skills, Experience and Education: University degree in business, human resources or relevant field with minimum of 15+ years of progressive business partner and human resources leadership experience with advanced degree (MBA, PhD, MD, or equivalent) in a relevant field with 10+ years of experience (preferred); Prior experience in biotech or pharmaceutical company (preferred). Proven experience working directly with executive leaders as their dedicated human resources lead and business partner, as well as expertise as a people leader having worked within a US-based company. Expertise in collaborating with marketing, market access, sales, clinical, regulatory, medical and other core business supporting functions, including corporate human resources partners. Demonstrate strong business acumen, a comprehensive understanding of the link between human resources and business strategy. Visible champion, role model, and leader in demonstrating and advocating for the company's core values. Demonstrated success in change management and guiding leaders and colleagues through changes and times of growth and demonstrated ability to lead and influence among a business team. Experience in supporting startup atmosphere and collaborating with cross-functional teams in an international setting. Strong strategic thinking, analytical, and problem-solving skills with excellent communication, presentation, and interpersonal skills. Sound knowledge in human resources policy related to the administration of entitlements and benefits and employment conditions. Strong organizational skills that include project management and organizational planning capabilities. Experience within a global and multicultural environment and willingness to travel internationally, at times frequently, throughout Europe and occasionally internationally. Preferred Skills: Experience as an HRBP at a similarly sized biotech company with rapid growth into commercialization. Experience defining, building, and leading processes across a regional human resources function to support cross-functional effectiveness and corporate partnership. Experience partnering with commercial operations on customizing commercial and medical affairs field policies. Revolution Medicines takes protection and security of personal data very seriously and respects your right to privacy while using our website and when contacting us by email or phone. We will only collect, process and use any personal data that you provide to us in accordance with our CCPA Notice and Privacy Policy. For additional information, please contact privacy@revmed.com.

Reporting to the SVP, HR Strategic Business Services (HRSBS), the VP HR Strategic Business Services (HRSBS) - DFW Central Region is responsible for planning, developing, and implementing human resources programs for an assigned area of responsibility at Baylor Scott and White Health (BSWH), which may include talent acquisition, total rewards, talent management, diversity, employee relations, employee engagement, HR information systems, performance management, and training and development. Collaborates with business leaders on alignment of human capital strategy to BSWH business strategy, and maintains business knowledge of the organization's financial position, competitive environment, and growth plans. Designs and implements human resources strategies, programs, practices, and procedures that meet specific business objectives. Ensures HR programs and practices comply with regulatory and legal requirements to minimize risk to the organization. Coaches and advises leadership and employees on HR policies and practices. The DFW Central region consists of Baylor University Medical Center (BUMC) and Baylor Scott & White Medical Center - Waxahachie. **Essential Functions** - Oversees the design and delivery of HR programs for assigned areas of the organization in alignment with BSWH overall HR strategy and business objectives. - Collaborates with senior leadership to define, prioritize, and implement HR programs and ensure alignment of the organization's HR agenda with the overall BSWH HR delivery model. - Leads the development and execution of targeted HR initiatives that impact human capital costs, employee engagement, retention, competitive rewards, and other key performance indicators through the tracking, trending, and analysis of people data. - Collaborates with business leaders on organizational design that optimizes efficiencies and effectiveness of the organization and enables the operations BSWH. - Drives talent plans and actions for the assigned organization and partners with leadership to develop workforce plans that anticipate talent needs, enable proactive sourcing, and ensure effective on-boarding. - Monitors and drives consistent delivery of HR policies and practices across assigned organization and ensures compliance with all applicable employment laws and regulations pertaining to Human Resources. - Leads effective and timely communication to leadership and employees on significant, relevant changes in HR policies and practices. - Oversees the assigned organization's employee relations function, which may include issues related to performance management, workforce realignments, mergers and acquisitions, and other employee relations activities. - Leads the assessment and delivery of education, communication, and training initiatives that address operational and regulatory requirements for the assigned organization in alignment with BSWH business objectives. - Drives continuous HR process improvement, including assessing, evaluating, and recommending HR models, tools, and technologies that standardize, automate, and optimize BSWH HR processes. **Key Success Factors** - Bachelor's degree in HR, Business, or related degree. Master's degree preferred. - 5+ years of experience in Human Resources or related field, with healthcare experience preferred. - 1+ years of experience in a leadership role. - HR Certifications preferred (e.g. SPHR, PHR, SHRM-SCP, SHRM-CP). - Experience leading large-scale, complex HR program implementations over multiple locations or facilities. - Exceptional written and verbal communication skills. - Ability to create strong business relationships with senior executives and key stakeholders. - Ability to work collaboratively across a large, matrixed healthcare organization to ensure HR programs and messaging are delivered quickly, consistently, and effectively across multiple channels and locations. **Minimum Requirements** - Bachelor's Degree - 5 years of experience As a health care system committed to improving the health of those we serve, we are asking our employees to model the same behaviours that we promote to our patients. As of January 1, 2012, Baylor Scott & White Health no longer hires individuals who use nicotine products. We are an equal opportunity employer committed to ensuring a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Reporting to the SVP, HR Strategic Business Services (HRSBS), the VP HR Strategic Business Services (HRSBS) - DFW Central Region is responsible for planning, developing, and implementing human resources programs for an assigned area of responsibility at Baylor Scott and White Health (BSWH), which may include talent acquisition, total rewards, talent management, diversity, employee relations, employee engagement, HR information systems, performance management, and training and development. Collaborates with business leaders on alignment of human capital strategy to BSWH business strategy, and maintains business knowledge of the organization's financial position, competitive environment, and growth plans. Designs and implements human resources strategies, programs, practices, and procedures that meet specific business objectives. Ensures HR programs and practices comply with regulatory and legal requirements to minimize risk to the organization. Coaches and advises leadership and employees on HR policies and practices. The DFW Central region consists of Baylor University Medical Center (BUMC) and Baylor Scott & White Medical Center - Waxahachie. Essential Functions * Oversees the design and delivery of HR programs for assigned areas of the organization in alignment with BSWH overall HR strategy and business objectives. * Collaborates with senior leadership to define, prioritize, and implement HR programs and ensure alignment of the organization's HR agenda with the overall BSWH HR delivery model. * Leads the development and execution of targeted HR initiatives that impact human capital costs, employee engagement, retention, competitive rewards, and other key performance indicators through the tracking, trending, and analysis of people data. * Collaborates with business leaders on organizational design that optimizes efficiencies and effectiveness of the organization and enables the operations BSWH. * Drives talent plans and actions for the assigned organization and partners with leadership to develop workforce plans that anticipate talent needs, enable proactive sourcing, and ensure effective on-boarding. * Monitors and drives consistent delivery of HR policies and practices across assigned organization and ensures compliance with all applicable employment laws and regulations pertaining to Human Resources. * Leads effective and timely communication to leadership and employees on significant, relevant changes in HR policies and practices. * Oversees the assigned organization's employee relations function, which may include issues related to performance management, workforce realignments, mergers and acquisitions, and other employee relations activities. * Leads the assessment and delivery of education, communication, and training initiatives that address operational and regulatory requirements for the assigned organization in alignment with BSWH business objectives. * Drives continuous HR process improvement, including assessing, evaluating, and recommending HR models, tools, and technologies that standardize, automate, and optimize BSWH HR processes. Key Success Factors * Bachelor's degree in HR, Business, or related degree. Master's degree preferred. * 5+ years of experience in Human Resources or related field, with healthcare experience preferred. * 1+ years of experience in a leadership role. * HR Certifications preferred (e.g. SPHR, PHR, SHRM-SCP, SHRM-CP). * Experience leading large-scale, complex HR program implementations over multiple locations or facilities. * Exceptional written and verbal communication skills. * Ability to create strong business relationships with senior executives and key stakeholders. * Ability to work collaboratively across a large, matrixed healthcare organization to ensure HR programs and messaging are delivered quickly, consistently, and effectively across multiple channels and locations. Minimum Requirements * Bachelor's Degree * 5 years of experience

The Vice President Human Resources is responsible for providing strategic leadership and direction related to Human Capital Management. An ideal candidate will have multi-state experience with a strong emphasis in California. We are seeking a leader with a proven track record of growth and scalability of operations. Responsibilities include culture building, collaboration with the executive team on strategic planning initiatives and overseeing a team of HR employees to lead day-to-day management of employee onboarding experience, benefit programs, policies, performance management, succession planning, employee relations, training, professional development, people data management, human resources information system, and reporting. This leader will drive and support a range of strategic initiatives and responsibilities (see below) both within the HR department and in collaboration with other departments such as talent acquisition and compliance. This role will add value by providing innovative HR solutions and approaches that drive the forward evolution of human resource systems and support in a fast-paced and growing organization. This person will report to the CEO and also be a part of the cross-functional Executive Leadership Team. For the safety and security of our clients, this position requires a background check, which may include, but is not limited to, criminal history and driving record. The background check will be conducted in compliance with the Fair Credit Reporting Act and other applicable laws. Your consent will be obtained prior to conducting the check. Responsibilities Job Duties and Responsibilities include the following. Other duties may be assigned. Strategic Workforce Planning - Think strategically in evaluating the organization design of a growing multi-state platform. Compliance - Recommend, revise, create and implement HR programs and policies while ensuring compliance with state and federal laws and regulations in a multi-state environment, especially California. They will coordinate company equal opportunity programs to achieve diversity goals. Additionally, the VP HR will Identify and develop processes to ensure appropriate licensure, background and other screening requirements are being met. Corporate Culture / Positive Work Environment - Partner internally to assist with a pro-active plan to develop an intentionally positive culture across BlueSprig. Create a proactive, forward-looking approach to delivering HR initiatives throughout the organization. Compensation & Benefits - Responsible for the selection and administration of benefit programs including enrollment of participants and communication of plans. Additionally, the SVP HR will lead development of compensation plans across the business (in collaboration with other Executive Team members) and make recommendations regarding ongoing salary calibration, COLA, Bonus structure, variable compensation programs, etc. Learning & Development / Change Leadership - Develop tools and programs to provide general leadership/management training. They will assist the field teams with development of their staff. Additionally, the VP HR will work to develop specific programs around Change Leadership - essential in a rapidly growing company. Onboarding- Implement employee onboarding processes in collaboration with various departments including Talent Acquisition, LPD, credentialing, compliance, and field operations. Integration of New Businesses - Play a leadership role in the smooth and complete integration of acquired businesses into BlueSprig's HR Systems, Processes and Culture. Develop and manage guidelines and processes for employee onboarding. HRIS System - Make recommendations and participate in selection and evaluation process for a comprehensive HRIS tool to effectively manage 4,000+ employees Team Leadership - Select, develop and lead a team of HR professionals that are highly credible and efficient in serving the needs of the company. Process & Systems - Provide leadership to advance policies, programs and processes that promote shared responsibility for constructive relationships across multiple locations. Build, maintain and continually enhance technology-driven methods of managing human resource administrative functions. Implement and manage HR solutions, programs and services to optimize the achievement of short and long-term business objectives. Advisor to Executive Team and Functional Leaders - Provide consultation for all departments including the staffing levels, selection, development of employees, establishing compensation levels, managing the department budget, coaching and counseling employees. Additionally, they will provide consultation regarding staff performance concerns and the resolution of employee related issues. Administration - Develop and manage annual BlueSprig HR budgets and perform periodic cost and productivity analysis. Qualifications Education/Experience: Master's degree or equivalent; or five to seven years related experience and/or training; or equivalent combination of education and experience. Certificates and Licenses: PHR or SHRM-CP Required. PHRca, SPHR, or SHRM-SCP Strongly Preferred Travel Requirements: Traveling up to 25% as needed within region/territory. Have reliable means of transportation. Meet requirements of our Motor Vehicle policy.

Directly responsible for planning, organizing, directing & controlling all facets of the Human Resources & Employee Health departments. Actively participates on the Administrative Team. Monitors & advises the Executive Team Members on all issues as it relates to and impacts Human Resources & Employee Health, the Medical Center and the provision of total patient care. Works collaboratively & cooperatively with all colleagues, divisions and with members of the Medical Staff to accomplish the strategic goals and to achieve & enhance the Mission of the Medical Center. Fosters and maintains an atmosphere that encourages professionalism. Promotes efficiency through sound & effective cost measures with a primary focus on providing quality health care. The incumbent ensures compliance with all federal, state, local laws and TJC requirements as it relates to the area of human resources. This position plans, organizes and directs all aspects of human resources. This position requires the full understanding and active participation in fulfilling the Mission of Garfield Medical Center. It is expected that the employee will demonstrate behavior consistent with the Core Values. The employee shall support Garfield Medical Center's strategic plan and the goals and direction of the Performance Improvement Plan (PIP). Dimensions This position reports directly to the Chief Executive Officer. The incumbent directs the human resources staff at Garfield Medical Center. The incumbent is responsible for the human resources function for approximately 1,100 union and nonunion employees. Responsibilities Nature and Scope (Essential Functions) The incumbent ensures the effective implementation of facility personnel and labor/employee relations plans and programs. Plans, directs, and administers corporate and facility policies and procedures in areas of employment, salary administration, labor/employee relations, benefits, workers' compensation, and training and development. Plans and recommends new programs and improvement of existing programs. Initiate change or modification to existing policies to ensure compliance with laws, regulations, competitive practices and operational objectives. Administrate union contracts, grievance, arbitration and administrative proceedings and participate in collective bargaining negotiations, This position counsels with all levels of facility management concerning personnel and/or labor/employee relation matters. Directs and determines termination of employee is conducted in a fair and appropriate manner. The incumbent ensures that disciplinary action is administered consistently with federal, state local laws, appropriate collective bargaining agreement and company policies and procedures. Administrate the workers' compensation program to obtain planned results, and meet budget guidelines. The incumbent is responsible for the handling of claims. Claims management dictates working with the industrial clinic, claims adjuster(s), attorney and injured worker to ensure expected results are achieved in the most efficient and cost-effective manner. The incumbent must attend training to ensure knowledge of changing regulations, laws and TJC requirements. This position must attend facility and corporate meetings. Accountability 1. The incumbent is responsible for overseeing the HR Department. 2. The incumbent is responsible for ensuring the effective implementation of personnel and labor/employee relations. 3. This position is responsible for planning, directing, and administrating corporate and facility policies and procedures. 4. The incumbent is responsible for employment issues, salary administration, labor/employee relations, benefits, workers compensation, training and development. 5. Administers collective bargaining agreement(s). 6. Directs the grievance and arbitration process to initiate a favorable outcome in an efficient and cost-effective manner. 7. This position is responsible for participating in contract negotiations. 8. The incumbent is responsible for the supervision of the facility human resources staff. 9. This position counsels all levels of facility management concerning personnel, wage and hour, and or labor/employee relation issues. 10. This position is responsible for managing workers' compensation claims in order to achieve a positive outcome. 11. The incumbent is responsible for implementing programs and training to minimize the frequency and severity of employee injuries. 12. This position is responsible for ensuring the facility complies with all federal, state, local laws and company policies and procedures related to employment and employee relations. 13. The incumbent is responsible for the training and development of employees in order to achieve successful succession planning. 14. The incumbent is responsible for ensuring equal opportunity employment is exercised at all times. 15. The incumbent is responsible for the proper recruiting of qualified personnel in order to meet the needs of the facility. 16. This position is accountable for the implementation of programs and policies that will minimize employee turnover in order to meet expected retention goals. 17. The incumbent must abide by all legal regulations, company policies and procedures. 18. This position is responsible for resolving conflict of interest issues. 19. The incumbent is responsible for demonstrating the highest level of integrity and making ethical decisions. 20. This position is responsible for maintaining human resources TJC requirements. 21. The incumbent oversees the AQMD program. 22. The incumbent oversees the administration of benefit programs, recruitment and leaves of absence at the facility. Qualifications Qualifications 1. Bachelor's degree in business administration, human resources management or related area, or a combination of education and experiences, from which comparable knowledge and abilities can be acquired, is necessary. 2. Eight years of directly related management experience is required. Previous experience in the healthcare industry desired 3. 3 years hospital human resources experience as a generalist. 4. Must have prior union/labor relations experience. 5. Must have knowledge of federal, state and local labor laws. 6. Must be computer literate and knowledgeable with HR/Payroll computerized information systems. 7. The incumbent must have general mathematic skills. 8. Must have general knowledge of budgeting. 9. The incumbent must have TJC experience. 10. The incumbent must have excellent human relation skills. 11. The incumbent must have excellent written and oral communication skills.

Details Department: CORP | HR Operations Shift: Mon-Fri, Days, 8am-5pm Posting #: 980507 Employee Type: Full-Time Posting Note: Location: Phoenix, AZ - based onsite. Work arrangement: Full-time. While the position is office-based, there may be occasional remote-work days, depending on operational needs (remote flexibility typical with HR leadership roles). Role: Provide strategic and operational leadership over all HR administrative processes, systems, and data integrity - ensuring smooth HR operations, data governance, and system reliability across the organization. The Director of HR Operations and HRIS provides strategic and operational leadership over all HR administrative processes, systems, and data integrity. This role ensures that HR operations function seamlessly - enabling our caregivers and staff to focus on delivering world-class pediatric care. The Director partners closely with HR leaders, IT, Finance, and clinical departments to create efficient, data-driven, and compliant workforce management practices across the organization. Position Duties * Operational Leadership * Oversees all HR operational processes, including position management, employee lifecycle transactions, and HR data governance. * Standardizes and streamlines workflows across HR teams (Talent Acquisition, Total Rewards, Employee Relations, Learning & Development). * Monitors HR service performance and deliver timely, accurate results aligned with organizational goals. * Collaborates with Finance and IT to ensure accurate payroll, budget alignment, and organizational hierarchy management. * HRIS & Technology Enablement * Serves as the business owner for the HR technology ecosystem (e.g., Workday, Kronos). * Partners with IT to lead system optimization, configuration, and data integrity initiatives. * Drives adoption of digital HR solutions that simplify user experience and enhance self-service capabilities. * Oversees HR system security, workflows, and release management within ERP governance standards. * Leadership and Collaboration * Leads a team of HR operations and HRIS professionals, fostering a culture of service, learning, and continuous improvement. * Partners cross-functionally with HR, IT, and Finance leaders to align process design with enterprise objectives. * Represents HR in enterprise governance forums and operational councils. * Data Analytics and Reporting * Leads the design of HR dashboards and analytics to support workforce planning, turnover reduction, and operational insights. * Partners with the Enterprise Analytics team to align HR metrics with system-wide performance indicators. * Builds a culture of data accuracy and accountability throughout HR processes. * Governance & Compliance * Ensures compliance with employment laws, internal audit standards, and data privacy regulations (including HIPAA). * Manages HR documentation, access controls, and system audits in partnership with IT and Compliance. * Performs miscellaneous job related duties as requested.

As a Federally Qualified Health Center, 501c3, our mission is to provide affordable, accessible, quality health care to the people of Northern New Mexico. We strive to improve the quality of life by bringing primary health care and basic health education to the people of Northern New Mexico through a system of clinics and cooperative programs. El Centro offers vital health services in a caring and supportive environment. El Centro Family Health is seeking a full-time Director of Human Resources, dedicated to serving the needs of our community. The Director of Human Resources must have the following essential skills and qualifications: * Strong leadership, communication, and interpersonal skills * Excellent organizational skills and problem-solving abilities * Experience in strategic planning, business management, and finance/budgeting a plus * Proficiency with HR technology and software * A strong understanding of employment law and best practices in human resources Responsibilities Under the direction of the Chief Executive Officer, the Director of Human Resources is responsible for developing and implementing strategies that align with El Centro Family Health's (ECFH) objectives. 1) Advises Senior Team on leadership workforce planning, organizational design, and culture. 2) Oversee the day-to-day HR operations and manage platforms (i.e., iSolved, Payday, and K-2) to streamline processes and manage data. 3) Oversee all aspects of recruitment, hiring, onboarding, performance management, and succession planning to attract and retain qualified staff. 4) Manages employee issues, including disciplinary matters, grievance conflict resolutions, to foster positive work environment. 5) Design and administer competitive compensation and benefits programs, ensuring they are fair and compliant. 6) Ensure ECFH complies with all federal, state, and local employment laws and regulations. Develop and update HR policies and procedures to maintain compliance. 7) Create and implement training and development of programs to enhance employee skills, support career growth, and improve performance. 8) Champion a high-performance culture, promote diversity and inclusion, and implement initiatives to enhance employee engagement and morale. 9) Assist the Board of Directors in hiring, evaluation, and termination of the CEO and workforce policies approved by the Board. 10) Contributes to team effort by accomplishing related results as needed, including participating in organizational initiatives, and participating in management and supervision in other components of the ECFH organization as requested. 11) Perform other related assigned duties and responsibilities, in accordance to the employee's and ECFH Code of Ethics Policy. 12) Cross Training and Utilization, as it applies to the employee's job description and ECFH Code of Ethics Policy. Requirements Education: Minimum BA/BS in Human Resources, business, or related field. Experience: Minimum of 5 years of progressive HR experience, preferably in a healthcare setting. Leadership or supervisory experience and strong knowledge of employment law. Preferred Experience: Education: Master's degree in business administration. Certification: PHR or SHRM-CP. Benefits * 401 k Retirement * 7 Paid Holidays * Medical, Dental, Vision Insurance * 100% Employer Paid Basic Life Insurance * Employee Voluntary Supplemental Benefits * Employee Assistance Program * Flexible Spending Account (FSA)

Human Resources Director- Seeking a professional to plan, organize and manage the Agency's Human Resources Department, personnel systems and human relations functions. Supervises the Human Resources Assistant.Essential duties: Oversees recruitment and selection, classification and compensation, personnel records maintenance functions & employee benefits administration; Develops personnel policies and administrative procedures; Maintains up-to-date job classification system and job descriptions; Provides technical support, information, and assistance to the Management Team and CHS Board; Monitors Federal and State legislation on employment matters and ensures compliance; Conducts investigations related to grievances, claims of harassment, discrimination, and related subjects; Facilitates conflict resolution; Participates in disciplinary proceedings and makes recommendations regarding the disciplinary process; Conducts salary and benefit reviews, organizes and analyzes the results and prepares reports and recommendations; Supervises and coordinates benefits administration; Manages employee leaves of absence and Workers' Compensation and unemployment claims; Reviews current benefits packages for enhancements and cost cutting measures; Participates in meetings with benefits providers to discuss rates and other changes; Assesses training needs and participates in the preparation of an annual training plan; Participates in developing training programs; Ensures and documents that mandatory training requirements are met; Establishes and ensures proper administration of personnel policies and procedures; Oversees the preparation of Personnel Action Forms for action by the Finance Department and coordinates with Finance on matters of pay and leaves; Supervises and assigns work to Human Resources Assistant; Attends Board meetings and makes presentations; Facilitates the Personnel Committee of the Board; Develops & prepares a Department budget; Maintains confidential personnel records and other human resources files; Participates in selection, supervision, evaluation, and job development of Human Resources Department staff; Implements effective employee evaluation and performance improvements processes; Develops plans and procedures for improving Human Resources Department services; Represents the Human Resources Department with the community, other nonprofits, and other government agencies; Represents Human Resources with Agency staff; Develops and implements an Injury and Illness Prevention Program; Maintains policies and procedures that comply with CARF standards of excellence.Minimum qualifications: Graduation from an accredited four-year college or university, plus five years of progressively more responsible and varied experience in human resources, preferably public personnel, including three years of experience in a supervisory, managerial, or administrative position. A combination of training and experience which would likely provide the required knowledge and abilities may be qualifying.The Human Resources Director must be able to plan, organize, and coordinate the Agency's employment and employee relations functions. Provide supervision, training, and work evaluation for staff. Formulate, implement, and evaluate personnel and human relations systems and procedures. Interpret, explain, apply, and enforce a variety of laws, rules, and regulations. Develop and implement human resources programs. Prepare and manage the department budget. Research, collect, and analyze information related to personnel administration functions. Prepare a variety of reports and presentations. Effectively represent the Agency's Human Relations Department with a variety of individuals, community organizations, and other governmental agencies. Establish and maintain cooperative working relationships.Salary $112,268 - $136,462 a year D.O.E. Additional 5% if bilingual (Spanish). Generous benefits package including dental and vision coverage. AA/EOE.****************** E04JI8000gud40836na

Hiring Now for Human Resources Director at Methodist Hospital for Surgery Fulfilling the vision of its founding surgeons, Methodist Hospital for Surgery delivers world-class care to patients in the Dallas/Fort Worth metroplex and beyond. We offer specialized surgical treatment in the areas of neuro-spine, ortho-spine, general orthopedics, ENT and podiatry. These are supplemented by a broad range of outpatient services, including wound care and hyperbaric therapy, imaging, and physical therapy. We are proudly physician owned. The HR Director directs human resources activities to ensure performance and organizational excellence, adherence with all regulatory, compliance and legal human resources issues, and promote an environment of respect for all employees, patients and visitors. The HR Director works closely with the hospital Chief Executive Officer and management team to develop and implement effective human resource strategies and programs, including organizational development, training, performance management and compensation. Leads recruitment, employee relations, and other related human resources functions. Essential Job Functions: * As a member of the Executive Management team of the Hospital, leads all HR related activities to support and collaborate with organizational leaders * Develops, implements, administers HR policies, and procedures. Ensures programs meet employee needs, comply with legal requirements, and are cost effective. * Collaborates with corporate partners to leverage resources, communication and supports employees on HR related topics * The HRD is responsible for ensuring the organization complies with government regulations, including but not limited to FMLA, OSHA, ADA, Joint Commission, CMS, federal, state, and local laws/regulations. * Leads recruitment lifecycle from sourcing, interviewing, hiring and onboarding processes of employees. Ensure the recruiting strategies are competitive and builds a pipeline of qualified candidates to fill open roles. * Assists in managing the learning management system program and website. Trains employees on how to use the web-based system, as well as troubleshoot any questions from users. * Partners with the leadership team to identify emerging leaders and facilitates leadership development programs. * Coordinates and administers employee performance management processes * Manages the compensation function for the hospital. Plans, develops, and implements new and revised compensation programs, policies and procedures to align with the company's goals and competitive practices. This position is also responsible for ensuring that company compensation programs are consistently administered in compliance with internal policies and government regulations. * Oversee and supervise the organizations payroll functions, ensuring pay is processed on time, accurately, and in compliance with government regulations. * Facilitate and manage employee relations on behalf of the organization * Projects a professional demeanor and appearance while maintaining the confidentiality of patients, co-workers, and the facility while adhering to HIPAA policy. * Works collaboratively with leadership to address any known or suspected activity that appears to violate laws, rules, regulations or the Code of Conduct. * Additional duties as assigned Qualifications, Knowledge & Ability: * Bachelor's degree required * Seven years' experience leading HR and supporting leadership teams * Professional in Human Resources (PHR) Certification or SHRM Certified Profession (CP/SCP) preferred * Previous Hospital and leadership experience required * Knowledge of state, federal and accrediting body regulations and standards related to healthcare. * Requires continuing education, which is directly related to the job specification * Demonstrated knowledge of commonly used concepts, practices, and procedures within a particular field * Willingness to participate in goal-setting and educational activities for his/her own professional advancement and that of others * Must be computer literate with basic fundamental computer skills that are required to perform essential job-related duties. Familiar with Microsoft Office software (Word, Excel, PowerPoint, Publisher)

Description: JOB TITLE: HUMAN RESOURCES DIRECTOR FLSA: 1 FTE - Exempt (expectation to work 40 hours per week) SUPERVISOR: Executive Director Pay Grade: B19 ($140,100 - $221,400 annually, depending on experience) ** $5,500 HIRING BONUS (2 year commitment, Paid out in 2 bonus-taxed payments) Community Counseling Solutions provides a team-based Servant Leadership environment! Located in Eastern Oregon with year-round recreation based near the Columbia River and at the base of the Blue Mountains. Big city amenities in rural family-oriented communities. Apply Directly at ********************************** Our mission is to provide dynamic, progressive, and diverse supports to improve the well-being of our communities and we're looking for motivated employees to help us continue our vision! CCS has a benefit package including, but not limited to: Health, dental and vision insurance 6% initial 401K match Potential for tuition reimbursement Paid vacation tiers ranging from accrual of 1 day to 4 days per month (Annual rollover cap of 220 hours, additional hours can be paid out at 50% at the end of the fiscal year) 9 Paid holidays, Community service day Floating holiday & 2 mental health days provided after 1 year introduction Workplace Flexibility schedule options available (work from home hours vary by position & schedule) Exempt employees receive additional admin leave & work from home hours Relocation Benefit of up to $4,000 if moving over 100 miles, $ depending on distance. This is available to be included w/ job offer Employee Assistance, Wellness Benefits, Dependent Care & Long-Term Disability Insurance DESCRIPTION Provides executive level leadership and guidance in the management of all areas of Community Counseling Solutions (CCS) human resources program, including recruiting and onboarding of new employees, employee training and development, compensation and benefits management/administration, development and management of personnel policies and procedures, ensure compliance with relevant laws, rules and regulations, employee coaching and discipline, conduct and/or direct investigations, act as an internal consultant in advising and training managers/staff on human resource related matters, ensure HRIS system is maintained including employee records, oversee payroll processing and other assigned duties. SUPERVISION Supervision Received This position is supervised by the Executive Director Supervision Exercised This position supervises the HR staff including HR Supervisor, HR Recruiter and HR Payroll Clerk. RESPONSIBILITIES Oversee HR processes and procedures to ensure compliance with legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance. Maintain current knowledge of latest employment law decisions and standards to meet compliance. Attend trainings as needed to ensure knowledge base. Working in conjunction with management team, identifies and implements long-range strategic organization development and talent management goals. Work with management to develop and implement policies, practices and procedures that strengthen HR. Develop, ensure compliance, and evaluate legally compliant HR policies, procedures and best practices. Provide oversight HR Supervisor for all hires, promotions and transfers of employees including oversight of the recruiting process including the background check process and on-boarding, to ensure the highest level of talent is identified and recruited to join the organization. Oversee development of job descriptions are ensure they are periodically reviewed and updated to meet organizational recruitment, ADA and administrative needs. Oversees the coaching, discipline and termination process for all employees, ensuring accordance with organization policy, legal requirements and agency culture. In absence of HR Supervisor, drafts disciplinary documents and performance improvement plans. Conduct and write legally sufficient investigations and reports. Track conversations and actions in spreadsheet or software system. Works with benefits brokers; analyzes benefit proposals; and makes recommendations to management. Oversee the administrations of the benefits programs such as health, dental, life, disability, and disability insurances, retirement plans, vacation, sick leave, leave of absence, and employee assistance. Coordinate or provide training in interviewing, hiring, terminations, promotions, performance review, sexual harassment, safety and other related HR topics as required. Administers and train on performance review program to ensure effectiveness, compliance, and equity within organization. Oversee employee relations and grievance issues by providing training, guidance and consistent application of policies and/or decisions. In absence of HR Supervisor, investigate complaints, grievances, and personnel issues, including allegations of harassment, discrimination and abuse. Conduct and write legally sufficient investigations and reports. Advises management in appropriate resolution of employee issues. Administers compensation program to ensure compliance and equity within organization. May conduct wage surveys within labor market to determine competitive wage rate. In absence of HR Supervisor, review accommodation requests, enter into the interactive process to gather information and work closely with legal counsel to make appropriate determination. Track conversations and results in spreadsheet or software system. Oversee safety related accidents and incidents, the maintenances of confidential incident and investigation files, the processing and submittal of worker injury records and related worker's compensation documentation and ensure proper dissemination of accident reports. Ensure safety committee is compliant. Ensure employee hard copy and electronic records are maintained and updated to ensure complete and accurate information is maintained. Ensure that government and internal reports are drafted and submitted in a complete and timely basis. Manages the exit interview process. Prepare and deliver exit interview details and trends to management team on a quarterly basis. Represent organization at personnel-related hearings and investigations. Provide input on budget of human resources operations when requested. Direct the payroll process to ensure timely and accurate processing of payroll. Oversee the safety committee and assists in determining safety needs/supplies for each facility. Other duties as assigned. Requirements: QUALIFICATIONS Education and/or Experience Bachelor's degree in HR, Business or related field required. Master's degree in HR a plus. A minimum of ten (10) years of HR experience. Experience should show progressive level of responsibility including supervision. Certifications SHRM certification preferred. Other Skills and Abilities Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. Proven leadership skills and strong supervisory skills. Excellent interpersonal and conflict resolution skills. Excellent organization skills and attention to detail. Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, and percentages. Ability to solve practical problems and deal with a variety of variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Must have excellent typing skills, have knowledge and ability to utilize office software programs. Must be able to communicate effectively in both written and oral formats. Must have the ability to present and exchange information internally across teams and co-workers, and externally with customers and the public. Information communicated ranges from routine/basic to complex and confidential information. CRIMINAL BACKGROUND CHECKS Must pass all criminal history check requirements as required by ORS 181.536-181.537 and in accordance with OAR 410-007-0200 through 410-007-0380. Must pass internal background check through CRIS, Inc. In addition to a pre-employment background checks, each employee, volunteer and contractor shall be checked on a monthly basis against the OIG and GSA exclusion lists, as well as other federal and state agency lists. If it is discovered that an employee, volunteer or contractor is excluded or sanctioned it will be the cause for immediate termination of employment, volunteering, or the termination of the contract. PRE HIRE DRUG SCREEN REQUIRED PERSONAL AUTO INSURANCE Must hold a valid driver's license as well as personal auto insurance for privately owned Vehicles utilized for CCS business such as client service purposes, travel between business offices and the community, to attend required meetings and trainings. Must show proof of $300,000 or more liability coverage for bodily injury and $100,000 or more in liability coverage for property damage, and maintain said level of coverage for the duration of employment at CCS. The employee's insurance is primary with CCS insurance being secondary. CCS reserves the right to deny any employee the use of a vehicle owned by CCS. PHYSICAL DEMANDS While performing the essential duties of this job, the employee is regularly required to use office automation including computer and phone systems that require find manipulation, grasping, typing and reaching. The employee is also regularly required to sit; talk and hear; use hands and fingers and handle or feel. The employee is occasionally required to stand; walk; reach with hands and arms; stoop; kneel and/or squat when adjusting equipment or retrieving supplies. Prolonged periods of sitting at a desk and working on a computer. The employee may occasionally lift and/or move up to 30 pounds. Specific vision abilities required by this job include close vision, peripheral vision, distance vision and the ability to adjust focus. WORK ENVIRONMENT Work is performed in an office environment and the noise level is usually moderate, but occasionally may be exposed to loud noise such as raised voice levels and alarms. Occasional out of area travel and overnight stays will be required for attendance ant meetings or trainings. This position may be exposed to the everyday risks or discomforts which require normal safety precautions typical of such places as an office (i.e. moving mechanical parts, airborne particles, electrical shock, etc.). Community Counseling Solutions IS AN EQUAL OPPORTUNITY EMPLOYER

Job Objective/ Summary: The Human Resources Director provides executive leadership and oversight of the Human Resources Department. This individual is responsible for effectively designing, planning, developing and assessing human resources programs and initiatives that advance organizational and HR strategies. The Human Resources Director provides management and advice on strategic plans, employee benefits, compensation, development, training, employee relations, and budget. This individual further serves as a leader in creating a positive company culture and encourages optimal employee performance in accordance with the overall business objectives. The Human Resources Director directs the creation and execution of engagement programs, employee orientation, recruitment & retention programs, policies and guidelines, benefits programs, HRIS, employee records and documentation policies, and payroll. The Human Resources Director must also ensure organizational compliance with accrediting agencies such as the Joint Commission as well with state, federal, and local requirements and advise Department Managers and Leaders on the legal aspects of human resources issues associated with employment grievances and discipline. Job Education, Licenses/Certifications, Knowledge & Experience: A Bachelor's Degree in HR, Business, Psychology, Communications or other related degree is required. Masters Degree preferred. HR Certification from HRCI or SHRM highly desirable. Minimum of 5 years of progressive Director level experience is required. Some experience in payroll is preferred. Excellent knowledge of employment legislation and regulations as it relates to EEO, EEOC, DOL, FLSA, ERISA, COBRA, Title VII of Civil Rights Act, and others. Experience working with Lawson Software and/or Kronos Timekeeping highly desirable. A high degree of personal integrity, ethics, and emotional intelligence. Excellent verbal and written communication skills, interpersonal and conflict resolution skills and strong critical thinking and problem-solving skills. Experience in a healthcare setting is a plus. Benefits & Perks: Free and Low Cost Health Insurance Options Dental and Vision $15,000 Employer Paid Life and AD&D Insurance Supplemental Insurance: STD, LTD, Critical Illness, Accident, Spouse/Child Life Insurance Retirement with Match PTO - accrued day 1. Paid Holidays & Compassionate Leave. 100% Discount on all outpatient services, except ER. Education/Training/Referral Incentives Tuition Assistance Free Public Service Loan Forgiveness Program Professional Development Student Loan Repayment Program Employee Recognition Program Advancement Opportunities Working for a healthcare facility that values and recognizes your contributions. Lawrence Healthcare complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Human Resources, ********************* The health and safety of our employees, residents, and patients is a priority. To this end, Flu vaccinations will be a condition of employment with the exception of an approved accommodation. Vaccines are offered free of charge . Lawrence Healthcare has designated this position as safety sensitive. Lawrence Healthcare participates in E-Verify. Lawrence Healthcare is an equal opportunity employer.

About us: For over three decades, Cirtec Medical has been a leading outsourcing partner for complex medical devices. We specialize in providing comprehensive solutions for Class II and III devices, from design and development to precision components and finished device assembly. Our expertise spans neuromodulation, implantable drug delivery, cardiac rhythm management, structural heart, mechanical circulatory support, and minimally invasive surgical systems. Our dedicated teams prioritize growth, innovation, and collaboration. We actively seek opportunities for improvement to enhance our support for clients. If you embrace a growth mindset and thrive on challenges, you may be a perfect fit for our team! Position Summary: The Director of HR Operations will build and lead the operational backbone of the HR function across all Cirtec Medical sites. This leader will drive standardization, payroll excellence, data accuracy, and compliance while developing a capable, execution-focused HR Operations team. The Director will ensure HR delivers consistent, efficient, and reliable support that enables the business to scale and perform. Key Responsibilities: * Create a unified, high-performing HR operations model across the enterprise. * Standardize and document core HR processesincluding hiring, onboarding, performance management, job changes, terminations, and documentation management. * Implement HR service-level agreements (SLAs) and operational performance dashboards. * Lead monthly HR operations reviews with Sr. HR Managers to evaluate performance, identify issues, and drive improvement. * Build strong cross-functional alignment with Finance, IT, Compliance, and site leadership to ensure smooth end-to-end HR processes. * Serve as the primary escalation point for HR operations issues, ensuring rapid and effective resolution. * Develop existing HR team to provide consistent and flawless execution of HR tasks through weekly prioritization, coaching, and direction to Sr. HR Managers. * Conduct quarterly performance reviews with emphasis on execution quality, documentation accuracy, and data integrity. * Ensure Sr. HR Managers deliver high-quality operational outputs (e.g., scorecards, IDPs, performance cycle inputs, engagement plans, talent review prep). * Build capability, development, and succession plans for each Sr. HR Manager. * Ensure consistent HR partnership and operational support across all Cirtec Medical sites. * Own governance, updates, and communication of all HR policies. * Oversee annual compliance training programs (ABAC, Anti-Trust, Sanctions, etc.). * Ensure audit-ready documentation and accurate execution of HR processes. * Lead internal and external HR/payroll audits; close findings within 60 days. * Ensure consistent use of HR document repositories across all locations. * Build reliable people data and systems that support decision-making. * Co-own development, accuracy, and reporting cadence of enterprise HR dashboards. * Ensure data accuracy across HR operations, HRIS, and payroll systems. * Optimize HRIS, LMS, and payroll system functionality; lead adoption and end-user training. * Deliver monthly HR Operations reports for HR leadership and Finance. * Identify automation opportunities and system improvements to increase efficiency and reduce manual processes. Must Have: * Bachelors degree required, MBA/Masters preferred * 10+ years of progressive HR operations, HR shared services, or HR functional leadership experience, including 5+ years in manufacturing or industrial environments. * Strong expertise in payroll management, HR compliance, and process standardization. * Experience leading multi-site HR operations in a manufacturing, medical device, or similar environment. * Demonstrated ability to build and mentor high-performing HR teams. * Proficiency with HRIS, payroll systems, and HR process mapping. (ADP preferred) * Strong analytical skills with experience developing dashboards and reporting * A deep knowledge of HR programs and practices, including applicable state and federal employment laws and regulations. * Demonstrated analytical thinking, problem solving and decision-making skills. * Ability to stylistically adapt communication based on audience; ability to listen and understand. * Excellent communication and presentation abilities. Good to have: * Experience in a mid-size or scaling organization with multi-state or global workforce. * Prior experience leading HR transformation or operational effectiveness initiatives. * Knowledge of SOX, HIPAA, FDA/audit environments, or regulated industries. * Bilingual in Spanish * Union experience Travel Requirements * Up to 30% travel to business unit sites Competitive market salary from $120,000 to $158,000 per year depending on qualifications and experience. Cirtec Medical Corporation considers for employment and hires qualified candidates without regard to age, race, religion, color, sex, sexual orientation, gender identity, national origin, ancestry, protected veteran or disability status or any factor prohibited by law. Cirtec Medical Corporation and all of its related companies fully endorse equal opportunity for all. Cirtec Medical provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in the job application process. We work to create a culture that is built on innovation, respect, transparency and communication, and hope you take pride in being a member of our team. It is Cirtecs goal to create a great work environment and to keep the company a great place to work. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage. Our benefits include Training and career development, Healthcare and well-being programs including medical, dental, vision, wellness and occupational health programs, Paid Time Off and 401(k) retirement savings with a company match.

SUMMARY/JOB PURPOSE: Responsible for driving overall employee benefits, immigration, relocation, HR compliance and other programs strategy and effective execution of the programs. Responsible for leading, developing and implementing best in class solutions for benefits delivery and administration, managing vendor relationships, collaborating with cross-functional stakeholders and business leaders, monitoring plan performance, participating in strategy and innovation sessions, owning and driving process improvement in various areas, developing benefit policies and communications, and assisting with other project-based work, as needed. Overall responsibility for advancing and continuously improving employee benefits, operational practices and procedures, immigration & relocation, systems, policies and compliance. Develop and participate in HR projects to accomplish HR initiatives that are aligned with business objectives. ESSENTIAL DUTIES/RESPONSIBILITIES: General Lead, manage, mentor and support team members managing employee benefits, immigration & relocation and HR compliance. Ensure our processes, programs and systems remain in compliance. Be an escalation point for identified issues and concerns related to HR programs, policies, processes and/or system administration. Benefits Responsible for the strategic direction, planning, alignment, design and financial oversight of the benefit plans and programs, including, but not limited to, medical, dental, vision, life, disability, COBRA, Leave of Absences, Flexible Spending Accounts (Section 125), that is consistent with the Company's values. Manage and oversee all benefits related third party vendors including contract negotiation, benefits administration and service levels; including but not limited to medical claims administration, dental claims administration, life insurance and disability vendors, etc. Manage the 401(K) programs, in accordance with federal regulations and established Company procedures, including 5500, SAR, non-discrimination testing and managing Investment Review Committee. Evolve and scale the practices related to leave of absence (LOA), reasonable accommodation to support company growth while ensuring our actions embody how we care for our employees. Ensure all benefit plans are in compliance with all current federal and state regulations/guidelines including government reporting and participant disclosures (5500s, SARs, SMMs, HIPAA, SPDs, etc.). Lead and direct annual benefits renewal and conduct open enrollment, including hosting presentations and health fairs. Partner with broker to develop analysis of key program metrics to understand trends, as well as potential valuable changes that could be made to benefit offerings. Conduct annual assessments and ROI to ensure cost effectiveness. Develop engaging and informative communication and marketing programs designed to keep employees and management knowledgeable about company benefit plans. Partner with other functions in areas such as legal, finance, risk management, and facility management departments, to build new programs, manage risk to the company, and understand legal implications to policy or design changes. Commit to growing and mentoring junior team members. Cultivate potential, provide thoughtful guidance, and create a learning-rich environment for the team. Immigration & Relocation Align mobility initiatives with long-term business goals, anticipate future workforce needs, and navigate complex regulatory landscapes with foresight and agility. Collaborate with our talent acquisition leaders and people leaders to ensure these programs support our talent strategy and long-term organizational growth. Oversee our immigration & relocation programs, ensure the programs are competitive and meet the needs of the business and employees. Manage vendor relationships. Evaluate the effectiveness of the programs using various metrics. Labor Laws and Regulations Compliance Proactively ensure that HR policies and practices are consistently applied and meet relevant labor law and other regulatory requirements and provide recommendations. Ensure consistency of written policies and employee informational materials with each other, as well as with state and federal regulations. SUPERVISORY RESPONSIBILITIES: Supervises staff, including hiring, scheduling and assigning work, reviewing performance, coaching, and recommending salary increases, promotions, transfers, demotions, or terminations. EDUCATION/EXPERIENCE/KNOWLEDGE & SKILLS: Education: Bachelor's degree in related discipline and 13 years of related experience; or Master's degree in related discipline and 11 years of related experience; or PhD degree in related discipline and 9 years of related experience; or Equivalent combination of education and experience. Experience: Minimum 13 years professional level Human Resources experience. Minimum 5 years direct people management responsibility. Minimum of 10 years of benefits experience. Minimum of 2 years of Immigration and relocation experience preferred. Knowledge, Skills and Abilities: Strong PC skills with advanced level required, including MS Office (Word, Excel and PowerPoint), and HRIS (Workday) experience required. Demonstrates strong executive presence-capable of influencing across all levels of the organization, representing the company with poise and clarity, and navigating complex, high-stakes environments. Ability and passion for people management; ability to guide, coach, engage and grow junior team members to form a high functioning team. Strong planning, organizing, teamwork, and results orientation required. Ability to effectively balance multiple priorities under pressure and understands when to right size, where appropriate. Ability to manage ambiguity with confidence and deliver decisions that earn buy-in. Demonstrates strong willingness to collaborate and ability to be a strategic thought partner. Exceptional communication skills, including public speaking, executive briefings, and stakeholder engagement. Effective presentation and communication skills to stakeholders and leadership, both verbal and written. Cultivate strong cross-functional relationships and drive consensus on critical initiatives. Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Work Environment/Physical Demands: Our office is a modern, open-plan space that foster collaborations and creativity. Teams work closely together, sharing ideas and solutions in a supportive atmosphere. We provide all necessary equipment, including dual monitors and ergonomic chairs, to ensure a comfortable workspace. #LI-MB1 If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The base pay range for this position is $195,000 - $277,000 annually. The base pay range may take into account the candidate's geographic region, which will adjust the pay depending on the specific work location. The base pay offered will take into account the candidate's geographic region, job-related knowledge, skills, experience and internal equity, among other factors.In addition to the base salary, as part of our Total Rewards program, Exelixis offers comprehensive employee benefits package, including a 401k plan with generous company contributions, group medical, dental and vision coverage, life and disability insurance, and flexible spending accounts. Employees are also eligible for a discretionary annual bonus program, or if field sales staff, a sales-based incentive plan. Exelixis also offers employees the opportunity to purchase company stock, and receive long-term incentives, 15 accrued vacation days in their first year, 17 paid holidays including a company-wide winter shutdown in December, and up to 10 sick days throughout the calendar year. DISCLAIMER The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

The Director of HR will create and deliver strategic and tactical HR initiatives while executing core human resource functions for the organization. They are also responsible for ensuring compliance with all relevant state, federal, or other governing body regulations. This role partners with managers and employees to effectively implement HR programs and processes to build a best-in-class HR department. We are seeking an HR leader that has experience building HR programs from scratch and driving the overall HR strategy with a growing entrepreneurial firm. This role will be on-site in the Statesboro office. Responsibilities: Manages the process for recruiting and partners with hiring managers to ensure an effective hiring process. Leads the strategy and implementation of efficient recruitment efforts to ensure the hiring and retention of the best talent. Builds relationships within the local community to recruit talent and to build the employment brand. Manages and provides guidance on all employee relations issues. Oversees the process of partnering with managers on documenting and delivering performance improvement plans and corrective actions. Develops, communicates, and enforces employee policies; advises managers on policy matters. Develops a talent strategy for the organization. Designs, develops, implements, and executes programs and processes to support the talent strategy (i.e., onboarding, mentoring, career planning, succession planning). Develops, administers, and tracks training and development activities. Manages Performance Management process and consults with managers and employees on process. Consults with the leadership team on building the organization structure. Develops metrics for HR processes and programs. Runs regular reports to monitor HR processes and programs. Analyzes process and program metrics and leverages learnings to inform leadership on people decisions and/or to improve HR programs and processes. Builds and administers employee benefits plans and compensation programs. Ensures all regulatory and compliance requirements (state, federal, local, or other governing body) are met. Maintains records related to HR Programs, Processes, and Employee Relations and partners with managers to ensure compliance with applicable laws. Ensures adherence to employee-related policies and procedures. Requirements: Minimum 10 years of HR Management experience Bachelors degree or equivalent work experience Experience with a growing manufacturing organization; automotive experience preferred Must be flexible and able to operate in a fast-paced environment Record of success advising managers on the full range of HR/people issues Demonstrated ability to quickly establish effective relationships, collaborate, lead, and influence Certified HR Professional designation preferred Knowledge of all functional areas of Human Resources Benefits: Health Insurance Coverage (Medical, Dental, Vision) 401K Plan Relocation Bonus