Senior Director Human Resources

The Senior Director of Human Resources (HR) is responsible for leading the organization’s people strategy, talent operations, and HR infrastructure in alignment with business objectives. Reporting to the CFO, this role ensures that human capital planning, workforce management, and organizational development are tightly integrated with financial performance and operational priorities of the organization.HR Strategy & Organizational AlignmentDevelop and execute a comprehensive HR strategy aligned with organizational goals, growth plans, and financial targets.Partner with the CFO and executive leadership to align workforce planning with budgeting, forecasting, and capital allocation.Support organizational design, including role clarity, spans and layers, and scalability across a multi-site platform.Drive culture initiatives that reinforce mission, values, and performance expectations.Talent Acquisition & Workforce PlanningOversee end-to-end talent acquisition strategy, including sourcing, recruiting, and onboarding across clinical and corporate roles.Develop workforce planning models aligned with patient volumes, site expansion, and service line growth.Build employer branding strategies to attract high-quality clinical and administrative talent.Monitor labor market trends and develop proactive hiring pipelines.Total Rewards & CompensationDesign and manage competitive compensation and benefits programs aligned with market benchmarks and financial objectives.Partner with finance to ensure compensation structures support productivity, retention, and margin goals.Oversee incentive plans, bonus structures, and equity programs (if applicable).Ensure internal equity and compliance with compensation regulations.Employee Relations & Performance ManagementEstablish and oversee performance management frameworks, including goal setting, evaluations, and development planning.Lead employee relations strategy, including conflict resolution, investigations, and policy enforcement.Coach leaders on performance issues, organizational effectiveness, and team dynamics.Drive employee engagement and retention initiatives.Compliance & Risk ManagementEnsure compliance with all applicable federal, state, and local employment laws and regulations, including Fair Labor Standards Act, Family and Medical Leave Act, and Equal Employment Opportunity laws.Maintain HR policies, employee handbook, and governance practices.Partner with legal and compliance teams on audits, investigations, and risk mitigation.Oversee credentialing coordination in partnership with clinical leadership (as applicable).HR Operations & SystemsLead HR operations, including HRIS, payroll coordination, benefits administration, and employee data management.Implement scalable HR systems, processes, and reporting capabilities.Drive automation and efficiency across HR workflows.Ensure data integrity, confidentiality, and reporting accuracy.Leadership Development & CultureDesign and implement leadership development and succession planning programs.Support executive and management coaching initiatives.Foster a culture of accountability, inclusion, and continuous improvement.Lead change management efforts associated with growth, restructuring, or integration.M&A & Growth SupportSupport due diligence, workforce integration, and cultural alignment for acquisitions or partnerships.Lead HR integration planning and execution for newly acquired sites or teams.Ensure consistency in HR practices across expanding geographies.Job RequirementsBachelor’s degree in Human Resources, Business Administration, or related field; advanced degree preferred (MBA, MHRM, or equivalent).7-10 years of progressive HR leadership experience, with at least 5 years in a senior leadership role.Experience in healthcare human resources.Strong knowledge of employment law, HR compliance, and workforce management practices.Demonstrated ability to align HR strategy with financial and operational objectives.PreferredExperience in provider-based healthcare organizations.Experience supporting M&A, integration, and organizational scaling.Familiarity with HR analytics, workforce planning tools, and HRIS platforms.Relocation and Sponsorship are not available for this role. Strong preference will be given to already local candidates given the immense talent already present.