Director of People Operations

Position Summary:

The Director of People Operations/Human Resources serves as a strategic partner to executive leadership, responsible for designing and executing enterprise-wide people strategies that drive organizational performance, employee engagement, and operational excellence. This role provides leadership across all core HR functions, including employee relations, payroll, benefits administration, talent acquisition, corporate training, and compliance.

Essential Functions and Position Responsibilities:

• Oversee end-to-end HR operations, including payroll, benefits, HRIS, talent acquisition, training, and the employee lifecycle, ensuring accuracy, scalability, and regulatory compliance.

• Develop, lead, and mentor a high-performing HR team, driving accountability, service delivery excellence, and alignment with operational and financial goals.

• Partner with executive leadership to execute HR strategies that support growth, cost discipline, workforce optimization, and practice-level performance.

• Lead organizational design and change management initiatives to support restructuring, expansion, and evolving business needs.

• Serve as the senior escalation point for complex employee relations matters, ensuring consistent, compliant, and risk-mitigated outcomes.

• Drive talent acquisition strategy to improve speed, quality, and efficiency of hiring in support of clinical and operational staffing demands.

• Oversee compliance hotline administration, ensuring timely triage, investigation, resolution, and documentation of all reports.

• Implement performance management and talent development programs that strengthen leadership capability, accountability, and succession pipelines.

• Oversee compensation and benefits programs, aligning total rewards with market competitiveness, retention, and financial performance targets.

• Lead HR due diligence and post-close integration for M&A activity, ensuring seamless employee transitions and operational continuity.

• Leverage HR analytics and workforce data to inform decision-making, identify trends, and drive continuous operational improvement.

• Ensure full compliance with employment laws and healthcare regulations, including HIPAA and OSHA, through strong policies, training, and audit practices.

• Carry out additional responsibilities as needed to support business priorities.

Position Requirements:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; HR certification (e.g., SHRM-CP/SCP or SPHR) strongly preferred.

• Minimum of 7+ years of progressive Human Resources experience, including leadership responsibility, preferably within a healthcare or multi-site services environment.

• Demonstrated knowledge of HR best practices, employment laws, and regulatory requirements, with the ability to apply frameworks such as the SHRM Competency Model in a practical, business-driven manner.

• Proven ability to operate in a fast-paced, growth-oriented environment, demonstrating sound judgment, adaptability, and a proactive, solutions-oriented approach.

• Strong analytical capability with experience leveraging HR data and metrics to identify trends, inform strategy, and support operational decision-making.

• Exceptional communication and interpersonal skills, with the ability to influence and effectively engage stakeholders across all levels of the organization.

• High level of organization and attention to detail, with the ability to manage multiple priorities and drive execution in a dynamic environment.

• Demonstrated leadership capability, including developing teams, driving accountability, and fostering a high-performance, service-oriented culture.

• Ability to quickly learn and optimize HR systems, processes, and technologies; prior experience with HRIS platforms (e.g., ADP or similar) preferred.

• Strong commitment to confidentiality, professionalism, and ethical standards in handling sensitive employee and organizational matters.

• Advanced proficiency in Microsoft Office Suite, particularly Excel and Word.

• Authorization to work in the United States without requiring authorization sponsorship by our company for this position now or in the future.

• A satisfactory background check inclusive of driving records, criminal records, employment references, education, social security, and OIG exclusions.

Physical Demands and Work Environment:

• Located in fast-paced, professional office and clinical environments with a noise level that is generally moderate.

• Regular use of standard office equipment (including computers, phones, photocopiers, filing cabinets, fax machines, etc.).

• Extensive and regular periods of sitting, standing, bending, walking, seeing, talking, and listening.

• Adequate visual acuity including ability to read information.

• An occasional requirement to reach with hands/arms, stoop, kneel, or crouch.

• An occasional requirement to push, pull, lift and/or move up to 10 pounds.

• Ability/flexibility to travel as needed.

The responsibilities, qualifications, working conditions, and physical requirements outlined by this job description are not intended, and should not be construed, to be an exhaustive list. This job description reflects the principal elements required for recruitment and selection, position evaluation, and the development of performance standards. The physical demands described are representative of those that must be met by an employee to perform all essential job functions successfully. When necessary, reasonable accommodation(s) may be made to enable individuals with disabilities to perform essential job functions. The Company provides equal employment opportunities (EEO) to all qualified employees and applicants without discrimination on the basis of race, religion, color, national origin, gender, marital status, veteran status, parental status, sexual orientation, disability, age, genetics or any other protected category under applicable federal, state or local law. This EEO policy is upheld and applied to all terms and conditions of employment including but not limited to recruitment, placement, promotion, termination, reduction in workforce, recall, transfer, leave of absence, compensation, and training.