Human Resources Director

The Director, Human Resources - Entity provides strategic and operational leadership for the Human Resources Business Partner (HRBP) and Employee Relations functions based on the entity they are supporting (i.e. North, Gainesville, South, Corporate/Ambulatory). This position leads a team of HR professionals responsible for partnering with leaders across the organization to develop workforce solutions, enhance employee engagement, manage employee relations concerns, support organizational effectiveness, and ensure consistent application of employment policies and practices.

The Director serves as a trusted advisor to operational leaders, helping translate business objectives into people strategies that drive organizational performance. This role oversees complex employee relations matters, supports talent and workforce planning initiatives, and develops strategic partnerships across Human Resources, operational departments, and executive leadership to foster a positive, productive, and compliant work environment.

The Director ensures HR Business Partners and Employee Relations Specialists provide proactive consultation, leadership coaching, employee support, and workforce guidance that aligns with organizational values, culture, and strategic priorities.

Minimum Job Qualifications

• Licensure or other certifications:

• Educational Requirements: Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Leadership, or related field.

• Minimum Experience: Seven (7) years of progressive Human Resources experience. Five (5) years of experience as an HR Business Partner, Employee Relations professional, or comparable strategic HR role. Three (3) years of leadership experience managing HR professionals

• ​Other:

Preferred Job Qualifications

• Preferred Licensure or other certifications: SHRM-SCP, SPHR, CCP. Healthcare Human Resources certification

• Preferred Educational Requirements: Master’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or related field.

• Preferred Experience: Experience supporting complex organizational structures and multiple business units. Healthcare Human Resources experience strongly preferred.

• Other:

Job Specific and Unique Knowledge, Skills and Abilities

• Strong knowledge of employee relations, employment law, and HR best practices.

• Expertise in performance management, leadership coaching, workforce planning, and organizational effectiveness.

• Ability to influence and build relationships across all organizational levels.

• Excellent conflict resolution, mediation, and consultation skills.

• Strong business acumen and strategic thinking abilities.

• Demonstrated leadership and team development capabilities.

• Ability to manage multiple priorities in a fast-paced healthcare environment.

• Skilled in workforce analytics and translating data into actionable recommendations.

• Proficiency in Microsoft Office Suite and Workday HR systems.

Essential Tasks and Responsibilities

HR Business Partner Leadership

• Lead, mentor, and develop a team of HR Business Partners and Employee Relations Specialists.

• Establish service delivery expectations and ensure consistent HR support across assigned client groups.

• Provide strategic consultation to leaders on workforce planning, organizational effectiveness, employee engagement, succession planning, and talent management.

• Ensure HR Business Partners function as trusted advisors to operational leaders.

• Promote proactive problem-solving and partnership between HR and operational leadership.

Employee Relations Oversight

• Provide leadership and guidance for complex employee relations matters, including performance concerns, investigations, workplace conflict, corrective action, policy interpretation, and employee complaints.

• Review high-risk employee relations cases and recommend appropriate resolutions.

• Partner with Legal, Compliance, and organizational leaders on sensitive workforce issues.

• Ensure consistent and equitable application of policies and employment practices across the organization.

• Monitor employee relations trends and develop recommendations to reduce risk and improve workplace climate.

Leadership Consultation

• Serve as a strategic advisor to directors, managers, and senior leaders regarding workforce and employee matters.

• Coach leaders on employee engagement, leadership effectiveness, performance management, team dynamics, and conflict resolution.

• Assist leaders in developing action plans that improve team performance and workforce outcomes.

• Support organizational change initiatives and workforce transitions.

Organizational Effectiveness

• Partner with Talent Acquisition, Compensation, Organizational Development, and Learning teams to align workforce strategies.

• Support organizational restructuring, workforce planning, and position management initiatives.

• Participate in leadership talent reviews and succession planning discussions.

• Drive initiatives that strengthen employee retention, leadership effectiveness, and workforce stability.

Employee Engagement & Culture

• Support organizational efforts to enhance employee engagement and retention.

• Utilize survey results, turnover data, and workforce analytics to identify opportunities for improvement.

• Partner with leaders to develop engagement action plans and monitor outcomes.

• Champion initiatives that reinforce organizational values and culture.

Operational Excellence

• Develop departmental goals, objectives, and performance metrics.

• Monitor HRBP and Employee Relations workload distribution and resource allocation.

• Identify opportunities for process improvement and increased operational efficiency.

• Maintain compliance with federal, state, and organizational employment requirements.

Data Analytics & Reporting

• Analyze workforce trends related to turnover, retention, employee relations activity, engagement, and talent movement.

• Prepare reports and presentations for executive and operational leadership.

• Utilize data to identify organizational risks and recommend strategic workforce solutions.

Physical Demands

• Weight Lifted: Up to 20lbs, Occasionally 0-30% of time

• Weight Carried: Up to 20lbs, Occasionally 0-30% of time

• Vision: Moderate, Constantly 66-100% of time

• Kneeling/Stooping/Bending: Occasionally 0-30% of time

• Standing/Walking: Occasionally 0-30% of time

• Pushing/Pulling: Occasionally 0-30% of time

• Intensity of Work: Frequently 31-65% of time

• Job Requires: Reading, Writing Reasoning, Talking, Keyboarding, Driving