Senior Director, Human Resources

Description

• Strong business acumen with the ability to translate organizational priorities into practical HR strategies and measurable outcomes.
• Demonstrated ability to build trusted relationships with senior executives and operational leaders while providing candid, objective, and constructive guidance.
• Advanced knowledge of employee relations, workplace investigations, performance management, employment law, and HR compliance.
• Excellent judgment and decision-making skills, particularly when navigating sensitive, complex, or high-risk employee matters.
• Proven ability to develop and operationalize HR policies, procedures, workflows, and internal controls.
• Strong analytical and problem-solving skills with the ability to identify root causes, assess risk, and implement sustainable solutions.
• Exceptional verbal and written communication skills, including the ability to influence, coach, and challenge leaders at all organizational levels.
• Highly organized, detail-oriented, and capable of managing multiple competing priorities in a fast-paced, growing environment.
• Proactive and independent with a strong sense of ownership, accountability, and follow-through.
• Comfortable balancing strategic initiatives with hands-on execution and day-to-day HR business partnership.
• Demonstrated ability to manage difficult conversations, resolve conflicts, and maintain professionalism and confidentiality.
• Strong understanding of organizational effectiveness, workforce planning, employee engagement, and change management.
• Proficient in HR information systems (HRIS), Microsoft Office Suite, and HR reporting and analytics tools.
• Adaptable, collaborative, and committed to continuous improvement and operational excellence.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• Minimum of 10 years of progressive Human Resources experience, including significant experience in an HR Business Partner or senior HR leadership capacity.
• Demonstrated experience supporting multiple business units and partnering directly with senior operational and executive leaders.
• Proven experience leading complex employee relations matters, workplace investigations, performance management, and employment-related risk mitigation.
• Experience developing, implementing, and improving HR policies, SOPs, and scalable HR processes.
• Experience supporting organizations through periods of growth, organizational change, or operational transformation strongly preferred.
• Experience in healthcare, multisite operations, or a highly regulated industry preferred.
• Professional HR certification, such as SHRM-SCP or SPHR, preferred.
• Advanced degree in Human Resources, Business Administration, or a related field preferred.

Key Responsibilities

• Serve as a strategic Human Resources Business Partner to executive and operational leaders across multiple business units, aligning people strategies with organizational objectives and business performance.
• Build trusted relationships with business leaders, providing guidance on workforce planning, organizational effectiveness, employee engagement, retention, and change management.
• Lead complex employee relations matters, including workplace investigations, employee complaints, conflict resolution, corrective actions, and involuntary separations, ensuring consistency, fairness, and compliance.
• Coach and advise managers on employee performance, accountability, documentation, feedback, and effective people management practices.
• Proactively identify organizational, employee relations, and compliance risks; recommend and implement practical solutions to mitigate exposure and strengthen operational controls.
• Develop, document, implement, and continuously improve HR policies, standard operating procedures (SOPs), workflows, and internal controls to support organizational growth and operational excellence.
• Ensure consistent execution of HR processes, including onboarding, performance management, employee investigations, corrective actions, and employee separations.
• Partner with Legal and HR leadership to ensure compliance with federal, state, and local employment laws, regulations, and organizational policies.
• Exercise independent judgment when assessing employee-related matters, recommending appropriate actions, and escalating sensitive or high-risk situations.
• Partner with Talent Acquisition, HR Operations, Payroll, Benefits, and operational leaders to ensure effective delivery of HR programs and a consistent employee experience.
• Support organizational design, succession planning, talent assessment, and workforce development initiatives to strengthen leadership effectiveness and organizational capability.
• Establish and monitor key HR metrics, including employee turnover, retention, employee relations trends, performance management effectiveness, and compliance indicators.
• Conduct proactive employee performance and organizational risk reviews, ensuring timely identification, documentation, escalation, and resolution of concerns.
• Drive accountability for HR process adoption, manager responsibilities, documentation standards, and timely resolution of employee-related matters.
• Champion Alliance's culture of collaboration, accountability, continuous improvement, and Better Everyday through practical, business-focused HR leadership.
• Lead and support cross-functional HR initiatives that improve operational efficiency, reduce risk, strengthen manager effectiveness, and enable scalable organizational growth.