HR Director - Springfield Community
Position Summary
The Director, Human Resources serves as the senior strategic people leader for an assigned community, directly leading its People Business Partners and partnering with the Community President and leadership team to align people strategies with business priorities. In addition to full community leadership responsibilities, this role partners with the Director, People Business Partners and Vice President, Talent and Culture to guide People Business Partner strategy and delivery across the organization. The Director, Human Resources serves as a key resource for complex, sensitive, and cross-functional matters; supports deployment of People Business Partner talent across communities; and strengthens team capability through coaching, training, and input into performance evaluations. This role promotes consistent practices, coordinated execution, and accountability for outcomes in collaboration with People Centers of Excellence and business leaders.
Highlights & Benefits
- Paid Time Off (PTO)
- Memorial Childcare
- Mental Health Services
- Growth Opportunities
- Continuing Education
- Local and National Discounts
- Pet Insurance
- Medical, Dental, Vision
- Flexible Spending Account
- 401(k)
- Life Insurance and Voluntary Benefits
- Employee Assistance Program and Colleague Wellness
- Adoption Assistance
Required Experience
Education:
- Bachelor’s degree in HR, Business, Healthcare Administration, or related field. Six (6) years of strategic HR business partner experience coupled with leadership experience may be considered in lieu of degree.
Licensure/Certification/Registry:
- Professional human resources certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is preferred.
Experience:
- Eight (8) years of HR or related experience, including at least three (3) years in a strategic HR business partner or equivalent role.
Other Knowledge/Skills/Abilities:
· Communication: Ability to use written and spoken communication in formal and informal situations to convey meaning, build shared understanding, and productively move agendas forward.
· Collaboration: Ability to work cooperatively and inclusively with other individuals and/or teams not formally lead; working together as opposed to working separately or competitively.
· Human Resource Management: Ability to implement staff development and other management practices that represent contemporary best practices, comply with legal and regulatory requirements, and optimize the performance of the workforce, including performance assessments, alternative compensation and benefits methods, and the alignment of human resource practices and processes to meet the strategic goals of the organization.
· Impact and Influence: Ability to persuade, convince, influence or impress others in order to get them to go along with or to support one’s opinion or position; able to understand others interests and motivations, in order to have a specific impact, effect, or impression on them and/or convince them to take a specific course of action.
· Initiative: Ability to identify a problem, obstacle or opportunity and then take action in light of identification to address current or future problems or opportunities.
· Relationship and Network Development: Ability to establish, build and sustain professional contacts for the purpose of building networks of people with similar goals that support similar interests.
· Strategic Orientation: Ability to consider the business, demographic, ethno-cultural, and regulatory implications of decisions and develop strategies that continually improve the long-term success and viability of the organization.
· Talent Development: Ability to build the breadth and depth of the organization’s human capability and professionalism, including supporting top performing people and taking a personal interest in coaching and mentoring high-potential leaders.
Principle Duties & Responsibilities:
1. Lead community people strategy: Establish and execute Community people priorities aligned with enterprise strategy, operational needs, and business goals.
2. Advise community leadership: Serve as the primary people partner to the Community President and leadership team, providing strategic counsel on workforce, talent, organizational effectiveness, culture, and change.
3. Lead and develop HR Business Partners: Directly supervise, coach, and evaluate the Community’s HR Business Partners, building capability and accountability for results.
4. Align partnership resources with business needs: Deploy HR Business Partners based on organizational complexity, priorities, and workforce needs, ensuring leaders receive appropriate strategic support
5. Coordinate workforce strategy across the Community: Guide consistent workforce planning across hospital, ambulatory, and Community operations, connecting local plans with enterprise workforce strategy.
6. Lead organizational design and workforce transformation: Partner with leaders to evaluate structures, leadership capacity, and staffing models that support effective operations and future growth.
7. Build collaborative partnerships: Partner with HR Centers of Excellence and business functions to develop coordinated solutions and ensure the Community experiences one integrated People and Culture team.
8. Strengthen leadership and talent: Guide leadership development, succession planning, and talent reviews in partnership with Community leaders and enterprise specialists.
9. Advance culture and colleague experience: Partner with leaders to embed organizational values, strengthen engagement and retention, and address opportunities affecting the colleague experience.
10.Represent People and Culture: Participate in leadership forums, bringing workforce insights into business decisions and connecting Community needs with enterprise priorities.
11. Measure outcomes and improve effectiveness: Use workforce data, business results, and stakeholder feedback to assess progress, identify emerging risks, and strengthen people partnership across the Community.
12. Performs other related work as assigned.