About This Opportunity

All Points North (APN) is seeking an experienced, strategic HR leader to build and stabilize our people function. As Director of Human Resources, you'll partner directly with executive leadership to shape HR strategy, develop a high-performing HR team, and create the systems and programs that attract, engage, and retain our talented workforce across Colorado and Texas operations and our multi-state telehealth platform.

This is a pivotal build-and-stabilize role with meaningful authority to modernize HR operations, strengthen organizational partnerships, and drive measurable improvements in talent acquisition, retention, compliance, and employee experience. You'll spend roughly 60% of your time in leadership and partnership, 20% in analysis and strategic writing, and 20% in hands-on execution.

Work Location: This role is primarily on-site at our Edwards, Colorado lodge location and other Colorado facilities, with regular travel to our Dallas-Fort Worth, Texas operations as needed. We're looking for candidates based in Colorado who can maintain a strong presence at our Colorado locations while supporting our multi-state operations.

Your Typical Week

• Meet with your HR team to set priorities, coach through challenges, remove obstacles, and prepare for key conversations
• Partner with operational leaders on staffing, recruiting, retention, employee relations, and workforce needs
• Review workforce data, employee feedback, and HR operational performance to identify risks, trends, and opportunities
• Lead or advise on sensitive employee matters requiring senior-level HR judgment
• Move strategic HR initiatives forward while staying close enough to day-to-day operations to remove bottlenecks and strengthen processes
• Balance longer-term HR strategy with the hands-on execution needed to support a growing, multi-state organization

What Winning Looks Like in Your First Year

• Build trusted relationships with your HR team and organizational leaders; establish clear HR team responsibilities, decision authority, and service expectations within 90 days
• Implement an HR business-partnership model with leader 1:1s, published service standards, and joint policy reviews; achieve at least 80% organizational-leader satisfaction with HR support by Q1 2027
• Audit 100% of personnel, credentialing, compliance, and statutory records within 120 days; rank risks and launch corrective plans to achieve at least 98% records-quality results
• Publish updated core HR SOPs, handbook, and applicable state-specific policies, including Colorado HFWA, pay-transparency requirements, and other state-mandated employment requirements, by Q2 2027
• Build recruiting and onboarding systems that improve baseline time-to-fill and achieve 100% background, credentialing, and onboarding clearance before first shift by Q2 2027
• Evaluate the current PEO relationship and recommend optimization or exit by day 90; execute any approved transition with zero missed or incorrect payrolls
• Drive voluntary turnover below 15% by Q4 2027, or achieve at least a 20% improvement from the validated baseline

Key Responsibilities

1. HR Team Leadership and Business Partnership

   Coach and direct HR staff through weekly 1:1s, workplans, and feedback. Establish clear responsibilities, decision authority, and service expectations. Implement an HR business-partnership model that builds strong, trusted relationships between HR and organizational leaders.

2. Policy, Compliance, and Records

   Review policies and practices against current legal and operational requirements across APN's multi-state operations. Publish updated core HR SOPs, handbook, and applicable state-specific policies, including Colorado HFWA, pay-transparency requirements, and other state-mandated employment regulations. Audit personnel, credentialing, compliance, and statutory records; identify risks and lead corrective plans.

3. Recruiting, Onboarding, and First-Shift Readiness

   Partner with operational leaders to forecast staffing needs and establish hiring priorities. Strengthen recruiting and onboarding systems to improve time-to-fill and ensure background, credentialing, and onboarding requirements are completed before first shift.

4. Retention and Workforce Planning

   Review turnover and retention data monthly and evaluate stay- and exit-interview feedback to identify recurring causes. Partner with leaders to identify critical positions and retention risks, assess successors, and establish development actions. Lead regular workforce, succession, and leadership-development reviews.

5. Employee Relations

   Provide oversight and guidance to HR staff on employee-relations matters and approve final recommendations as appropriate. Personally lead executive-level, highly sensitive, legally complex, or high-risk matters, including investigations.

6. Total Rewards, PEO, and HR Systems

   Review market pay, benefit costs, employee feedback, and vendor performance and recommend compensation and benefit changes. Evaluate the current PEO relationship and recommend optimization or exit. Oversee HRIS configuration, workflows, and documentation standards across APN operations.

7. Reporting and Budget

   Review HR spending, system performance, and workforce measures monthly. Deliver monthly workforce and HR-budget reporting and a quarterly turnover and retention dashboard.

What You Need

Experience

• 7+ years of progressive HR leadership experience, including demonstrated success developing HR teams, modernizing HR operations, and building trusted partnerships with operational leaders
• Demonstrated success modernizing HR operations, including policies, SOPs, records, HRIS workflows, and service standards
• Strong working knowledge of multi-state employment compliance, including Colorado requirements such as HFWA and pay-transparency laws, as well as the ability to navigate employment requirements across other states in which APN operates
• Solid expertise in employee relations, investigations, performance management, and high-risk employment decisions
• Experience in recruiting, onboarding, credentialing readiness, and retention program design
• Knowledge of total rewards, including compensation benchmarking, benefits administration, and vendor management
• Experience with workforce planning, succession planning, people analytics, and reporting
• Experience evaluating PEO, HRIS, or comparable HR platform decisions and organizational needs

Education

• Bachelor's degree or an equivalent combination of education and relevant professional experience required
• SHRM-SCP or SPHR certification preferred

Preferred Background

• Colorado-based candidate 
• Experience in healthcare, behavioral health, or another licensed and credentialed workforce environment
• Direct experience leading a significant PEO, HRIS, or comparable HR platform implementation or transition

Essential Competencies and Skills

• Trustworthiness and Credibility: Keep commitments, handle sensitive information carefully, and communicate honestly about difficult issues
• People Development: Coach in real time, explain the reasoning behind decisions, and share knowledge generously
• HR Advocacy: Ensure HR has an appropriate voice in leadership decisions and provide support and guidance during difficult situations
• Cross-Functional Collaboration: Resolve disagreements without creating sides and work collaboratively across departments
• Clear Direction and Ownership: Set priorities, define decision rights, take ownership, and work alongside the team when the load is heavy
• Listening and Openness: Give ideas a fair hearing and remain open to learning and growing
• Inclusive Leadership: Drive a people-first, inclusive culture that values diversity and belonging
• Technical Proficiency: Strong working knowledge of HRIS platforms, PEO models, Microsoft 365, and workforce reporting tools
• Communication: Articulate and skilled in interpersonal communication; bilingual English/Spanish skills preferred
• Judgment and Maturity: Sound judgment, mature behavior, appropriate professional boundaries, and the ability to adapt effectively to new situations

Reporting Structure

Direct Reports

• HR Manager
• HR Business Operations Manager
• HR Generalist (open position)

Key Partners

• Chief Operating Officer (supervisor)
• Chief Financial Officer
• President
• Compliance and Clinical Leadership
• Site and Program Directors
• PEO account team, benefits, HRIS, and recruiting vendors

What You Get

You'll have a direct partnership with executive leadership and an established HR team with strong knowledge of APN's people, operations, and culture. You'll have meaningful authority to shape HR priorities, systems, and programs while improving the employee experience for the caregivers and staff who support APN's clients.

This position offers an annual salary commensurate with experience, along with comprehensive benefits including medical, dental, and vision insurance, a 401(k) plan, paid time off, professional-development and re-certification support, and flexible scheduling options.

Physical Requirements

The physical requirements described below are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Routine mobility including standing, stooping, bending, lifting, and walking
• Regularly required to sit and work at a phone/computer workstation
• Ability to lift up to 30 lbs
• Regular travel between APN sites in Colorado (Edwards, Denver/Aurora, Boulder) with periodic travel to Dallas-Fort Worth, Texas locations as needed

Materials and Equipment

HRIS, PEO platform, Microsoft 365, applicant tracking and background/credentialing systems, phone system, email.

How to Apply

Ready to lead transformational change in our HR function? We'd love to hear from you.

Please submit a resume and a brief note (1-2 paragraphs) describing one HR function you modernized or advanced and the measurable result you achieved.

All Points North is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate based on race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, or any other protected characteristic.