Human Resources Director

Mission Statement:

 Our mission is to provide high quality, comprehensive medical and dental care, patient advocacy, and related services to people who need them most, regardless of their ability to pay. Our caregivers operate with empathy, compassion, and respect while delivering excellent care to our patients and the broader Northeast Ohio community.

Job Summary:

The Director of Human Resources provides strategic and operational leadership for the HR function at Care Alliance. This role oversees the HR Manager and ensures that HR operations, employee relations, compliance, benefits, data integrity, training, and culture programs are executed consistently and effectively.

The Director is responsible for improving HR processes, strengthening manager capability, supporting staff development, overseeing benefit vendor relationships, and guiding the development of systems such as Paylocity's Learning Management System and employee pulse survey tools. This leader plays a central role in shaping a positive, accountable, and mission-aligned organizational culture.

Task Responsibilities & Competencies:

Leadership, Team Supervision, and Organizational Support

• Supervise the HR Manager and ensure they are effectively overseeing the HR Generalist.
• Build a high-performing HR team by coaching the HR Manager and supporting workflow prioritization.
• Strengthen supervisor and manager capability through leadership coaching, performance support, accountability guidance, and training.
• Partner with clinical and operational leaders to ensure consistent onboarding, training, and staff development across departments.

HR Operations and Systems Oversight

• Oversee recruitment, hiring workflows, onboarding consistency, and compliance-focused HR operations.
• Lead development, implementation, and ongoing management of the Paylocity Learning Management System, ensuring standardized training modules across clinical and administrative roles.
• Oversee HRIS accuracy, data integrity, and reporting structure.
• Manage ongoing improvements to HR processes and ensure alignment with organizational needs.

Employee Relations and Investigations

• Oversee all employee relations activities.
• The HR Manager handles day-to-day concerns, while the Director manages complex or escalated matters.
• Conduct or supervise investigations involving policy violations, misconduct, or high-risk concerns.
• Partner with managers to ensure corrective action plans, documentation, and performance management steps are appropriate and consistent.
• Serve as a trusted advisor to leadership on sensitive personnel matters.

Compliance and Risk Mitigation

• Ensure HR and labor law compliance with federal, state, and local requirements (FMLA, ADA, COBRA, HIPAA, DOL, Workers’ Compensation, etc.).
• Maintain compliance-ready personnel documentation across all departments.
• Represent the organization in administrative hearings when needed.
• Consult with legal counsel as directed by the CEO.

Benefits Administration and Vendor/Broker Liaison

• Serve as the primary point of contact with all benefit brokers and vendors.
• Oversee annual benefit renewals, design discussions, HRIS benefit integration, and payroll deduction reconciliation.
• Ensure benefits communications, enrollment processes, and issue resolution are timely and employee-friendly.
• Partner with Finance to maintain accuracy in benefit-related deductions and reporting.

Culture and Organizational Development

• Lead initiatives that build a culture of respect, belonging, accountability, and alignment with mission and values.
• Partner with leadership to implement belonging strategies.
• Lead the development, execution, and reporting of employee pulse surveys, employee voice tools, and organization-wide engagement assessments.
• Translate employee feedback into action plans with leadership.

Training, Learning Systems, and Performance Development

• Oversee the performance management cycle including job descriptions, annual evaluations, development planning, and competency expectations.
• Support supervisors and clinical leaders in coaching teams, managing performance, and identifying training needs.
• Lead development of LMS-based training modules, compliance training, and organizational onboarding curriculum.
• Promote succession planning and leadership development efforts across departments.

Strategic HR Planning, Metrics, and Reporting

• Build and maintain routine HR dashboards with key metrics such as turnover, vacancies, recruitment timelines, attendance trends, employee relations data, and compliance indicators.
• Present HR trends, findings, and strategic recommendations to senior leadership.
• Benchmark compensation and support wage and salary planning cycles.
• Evaluate HR initiatives to ensure alignment with organizational priorities and long-term goals.

Minimum Education and Experience:
Required:

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or related field.
• 5 to 7 years of progressive HR experience, including supervisory responsibility.
• Healthcare, nonprofit, or FQHC experience strongly preferred.
• Experience with HRIS systems; Paylocity experience preferred.
• Strong communication, coaching, problem-solving, and relationship management skills.
• Ability to thrive in a fast-paced, mission-oriented environment.