Rewarding career. Competitive salary. Outstanding benefits.

The Director also provides strategic leadership for workforce planning, talent engagement and development, organizational culture, performance management, workforce analytics, and continuous improvement to ensure Human Resources practices support the organization’s current and future needs.  The Director of Human Resources leads all functions supporting employees including talent acquisition, compensation, benefits, payroll and employee relations. 

 

OVERSIGHT

Department(s)

• Human Resources

Positions(s)

• HR Specialist
• Onboarding Specialist
• Payroll Specialist

 

STANDARD EXPECTATIONS

• Creates a Positive Working Environment
  • Builds and maintains a positive atmosphere in line with organization mission, vision, values and standards of behavior.
  • Models organizational values and standards of behavior.
  • Accepts new responsibilities and challenges with a positive attitude.
  • Facilitates the resolution of difficult interpersonal situations.
  • Holds staff accountable to organizational policy.
  • Partners with other leaders to improve inter-department processes.
  • Supports and maintains a culture of safety and quality.
  • Leads and/or participates in committees as assigned.
• Communicates Effectively
  • Builds relationships and works collaboratively with other leaders and staff.
  • Provides timely operational updates to supervisor.
  • Conducts routine meetings with staff and encourages an exchange of information.
  • Responds to communications in a timely manner.
• Operates Efficiently and Effectively
  • Develops and monitors department budgets.
  • Manages staff including hiring, scheduling, performance evaluation and following the disciplinary process.
  • Develops procedures and competencies for direct reports and ensures they are properly trained and educated.
  • Develops department policy.
  • Measures and monitors staff productivity.
  • Identifies and initiates department process improvements. 
  • Procures or requests necessary resources to efficiently provide services.
  • Mentors and guides potential leaders.
  • Ensures compliance with applicable federal, state, and local regulations.
  • Performs other duties as assigned.
• Applies Critical and Strategic Principles
  • Assists in developing strategic objectives to help achieve organization's vision.
  • Assists in developing and implementing major cost reduction efforts when needed.
  • Critically analyzes perspectives, alternatives, and potential impact when solving complex strategic and operational issues.
  • Assists in negotiating contracts to assure provision of services.

 

DUTIES & RESPONSIBILITIES

 

• Develops and leads strategic recruitment and retention plan.
• Leads human resource operations including all aspects of employment, onboarding, employee relations, performance management, compensation, benefits and payroll.
• Supports the leadership team by providing counsel and coaching.
• Serves as liaison to college and university partners in education.
• Actively participates in the Rural Collaborative HR team meeting and other committees as assigned.
• Manages complex employee relations and issues involving corrective action.
• Leads internal investigations ensuring the integrity and confidentiality of the process and all involved.
• Organizes and provides education to leaders on current human resources practice and regulation.
• Serves as executive liaison to the employee engagement committee.
• Develops procedures and audits to ensure exceptionally high degree of accuracy and follow through.

Strategic Workforce Planning

• Develops and implements short- and long-term workforce plans aligned with organizational strategy, patient-care needs, operational priorities, and available resources.
• Uses workforce data and trends—including vacancies, turnover, retention, staffing levels, and recruitment activity—to identify risks, establish priorities, and recommend responsive strategies.
• Partners with executive and operational leaders to assess workforce needs, resource allocation, and staffing optimization in support of changing service demands.

Talent Engagement, Culture & Retention

• Leads initiatives that strengthen employee engagement, belonging, collaboration, and a positive workplace culture consistent with Whitman Hospital and Medical Clinics’ mission, vision, and values.
• Evaluates employee engagement feedback and workforce trends; partners with leaders to develop, implement, and assess action plans that support employee satisfaction and retention.
• Develops and monitors recruitment and retention strategies that support a diverse, qualified workforce and the organization’s ability to attract and retain talent.

Talent Development & Performance

• Provides strategic direction for employee orientation, ongoing education, leadership development, career development, and role-based competencies in collaboration with department leaders.
• Oversees performance management processes and supports leaders in setting expectations, providing feedback, recognizing performance, and addressing performance concerns consistently and timely.

 

• Promotes succession planning, internal development, and leadership capability to strengthen workforce continuity and organizational effectiveness.

Total Rewards & Workforce Analytics

• Oversees the development, administration, and evaluation of competitive compensation and benefits programs that support organizational objectives, internal equity, and external market competitiveness.
• Establishes and monitors meaningful Human Resources metrics and reporting, including recruitment, vacancy, turnover, retention, employee engagement, and other workforce indicators; translates findings into recommendations and action plans.

Financial & Operational Management

• Provides fiscal and operational oversight for Human Resources, including budget development, monitoring, resource utilization, and analysis of variances; recommends and implements corrective actions as appropriate.
• Establishes service standards, performance measures, and continuous-improvement practices to evaluate the effectiveness, quality, accuracy, and timeliness of Human Resources services.
• Identifies opportunities to streamline processes, improve operational efficiency, and ensure Human Resources are aligned with organizational priorities.

Executive Partnership & Organizational Collaboration

• Serves as a strategic advisor to the Chief Executive Officer and leadership team on workforce strategy, organizational effectiveness, employee relations, talent risks, and Human Resources matters.
• Collaborates with Finance, clinical and operational leaders, and other departments to align workforce initiatives, policies, and practices with organizational goals and the delivery of quality patient care.
• Builds and maintains effective relationships with educational institutions, workforce partners, professional associations, and community organizations to support talent pipelines and workforce development.

 

QUALIFICATIONS

Required

• 5 years of experience in Human Resources Leadership
• Bachelor’s degree in ­­human resources management or related field from an accredited college or university
• PHR or SHRM-CP
• Minimum 3 years of healthcare experience
• Demonstrated experience using workforce data, metrics, and reporting to inform Human Resources strategy and operational decisions.
• Experience leading employee engagement, talent development, performance management, and organizational improvement initiatives in a healthcare or similarly complex environment.
• Ability to partner effectively with executive leaders and operational stakeholders on workforce planning, resource allocation, and organizational priorities.

 

WORK ENVIRONMENT AND PHYSICAL DEMANDS

 

This position is primarily worked in an office environment.  This may include irregular working hours including weekends and on-call responsibilities. Travel to off-site locations for meetings, education and training may be required.  Primarily stationary with occasional standing, walking, lifting, reaching carrying, kneeling, bending, stooping, pushing and pulling of objects weighing up to 20lbs.  The position requires continuous finger dexterity and fine manipulation.

 

The employee must demonstrate the ability to perform the essential functions of the position, with or without reasonable accommodation.

If you are looking for a rewarding career with a great team, you'll enjoy your career with us !

POSITION DETAILS

Hours per week:

40

Employee Status:

Regular Full Time

Shift:

Day Shift (United States of America)

Pay Range:

$110,000.00 - $145,000.00

Actual pay offered will vary based on years of experience.

EMPLOYEE BENEFITS

Our benefit package includes medical, dental, vision, life insurance, and retirement options (403(b) & 457). Medical insurance coverage begins on day one and is available to both full time and part time employees. Additionally, employees receive discounts on medical services provided by Whitman Hospital and Medical Clinics. Differentials apply for evening, night, and weekend shifts. Our unique PTO plan enables employees to increase their accrual with each year of service!