Director of Human Resources (Hospital or Healthcare Experience Required)
This is not a "keep the lights on" HR role. The hospital is rebuilding its HR function from the ground up to support patient care, workforce stability, and trust. We are a complex, mission-driven hospital serving a diverse community, and we need an HR leader who knows how hospitals actually work. If you have led HR inside a hospital or healthcare system and you are energized by complexity, accountability, and real impact, keep reading. If you are looking for a low-conflict, low-change role, this is not your job. What You'll Actually Do
Lead the full HR function for a high-acuity safety net hospital environment Partner with executive and clinical leadership as a true strategic advisor Fix what's broken, modernize what's outdated, and build what never existed Create consistency across employee relations, manager practices, and decision-making Strengthen recruitment, onboarding, and retention across clinical and non-clinical roles Reduce risk by bringing structure, clarity, and discipline to HR operations Build and lead a strong HR team aligned to service lines and outcomes Ensure HR decisions support patient care, workforce stability, and trust Who We're Looking For
812+ years of progressive HR leadership experience Direct hospital or healthcare HR experience required Deep expertise in employee relations, compliance, and healthcare labor dynamics Proven ability to lead through complexity, change, or turnaround Confident, credible leader who earns trust across all levels of the organization Comfortable making hard calls and holding the line when it matters Why This Role Is Different
You will not inherit a polished system. You will build one. You will have executive visibility, real authority, and the opportunity to leave a lasting impact on a hospital and the community it serves. If you want the most meaningful chapter of your HR career, this is it. Apply if you're ready to lead. 90-DAY SUCCESS PROFILE
This role is measured by outcomes, not activity. Here's what success actually looks like. FIRST 30 DAYS: Listen, Assess, Stabilize
You are learning the system without becoming part of the chaos. You have: Built strong working relationships with executive leadership and key clinical leaders Assessed the current HR structure, workflows, and capability gaps Identified the top employee relations and compliance risks Reviewed open investigations, high-risk cases, and unresolved escalations Established credibility as calm, fair, and decisive Signals of success: Leaders trust your judgment HR stops reacting and starts pausing to think Issues feel more contained, not loude DAYS 3160: Create Structure and Clarity
You stop the bleeding and introduce order. You have: Clarified HR decision rights so leaders know what HR owns and what they own Standardized employee relations processes and documentation expectations Reset expectations with managers around accountability and escalation Evaluated HR team strengths, gaps, and development needs Partnered with recruiting to address priority staffing and retention issues Started cleaning up policies, practices, or training that create risk or confusion Signals of success: Fewer fire drills More consistent manager behavior Leaders begin pulling HR in earlier, not later DAYS 6190: Lead, Execute, and Influence
You move from stabilization to momentum. You have: Presented a clear HR roadmap aligned to hospital priorities Improved collaboration between HR, operations, and clinical leadership Reduced repeat employee relations issues through better manager capability Strengthened onboarding and early tenure support Established HR as a trusted, proactive partner Built confidence inside the HR team and raised the bar for performance Signals of success: HR is seen as part of the solution, not the problem Leaders trust HR to handle complex issues Decisions are explainable, consistent, and defensible The organization feels steadier Bottom Line
At 90 days, the hospital should feel more stable, less reactive, and more confident in HR leadership. If that kind of responsibility excites you, you're the right candidate.
This is not a "keep the lights on" HR role. The hospital is rebuilding its HR function from the ground up to support patient care, workforce stability, and trust. We are a complex, mission-driven hospital serving a diverse community, and we need an HR leader who knows how hospitals actually work. If you have led HR inside a hospital or healthcare system and you are energized by complexity, accountability, and real impact, keep reading. If you are looking for a low-conflict, low-change role, this is not your job. What You'll Actually Do
Lead the full HR function for a high-acuity safety net hospital environment Partner with executive and clinical leadership as a true strategic advisor Fix what's broken, modernize what's outdated, and build what never existed Create consistency across employee relations, manager practices, and decision-making Strengthen recruitment, onboarding, and retention across clinical and non-clinical roles Reduce risk by bringing structure, clarity, and discipline to HR operations Build and lead a strong HR team aligned to service lines and outcomes Ensure HR decisions support patient care, workforce stability, and trust Who We're Looking For
812+ years of progressive HR leadership experience Direct hospital or healthcare HR experience required Deep expertise in employee relations, compliance, and healthcare labor dynamics Proven ability to lead through complexity, change, or turnaround Confident, credible leader who earns trust across all levels of the organization Comfortable making hard calls and holding the line when it matters Why This Role Is Different
You will not inherit a polished system. You will build one. You will have executive visibility, real authority, and the opportunity to leave a lasting impact on a hospital and the community it serves. If you want the most meaningful chapter of your HR career, this is it. Apply if you're ready to lead. 90-DAY SUCCESS PROFILE
This role is measured by outcomes, not activity. Here's what success actually looks like. FIRST 30 DAYS: Listen, Assess, Stabilize
You are learning the system without becoming part of the chaos. You have: Built strong working relationships with executive leadership and key clinical leaders Assessed the current HR structure, workflows, and capability gaps Identified the top employee relations and compliance risks Reviewed open investigations, high-risk cases, and unresolved escalations Established credibility as calm, fair, and decisive Signals of success: Leaders trust your judgment HR stops reacting and starts pausing to think Issues feel more contained, not loude DAYS 3160: Create Structure and Clarity
You stop the bleeding and introduce order. You have: Clarified HR decision rights so leaders know what HR owns and what they own Standardized employee relations processes and documentation expectations Reset expectations with managers around accountability and escalation Evaluated HR team strengths, gaps, and development needs Partnered with recruiting to address priority staffing and retention issues Started cleaning up policies, practices, or training that create risk or confusion Signals of success: Fewer fire drills More consistent manager behavior Leaders begin pulling HR in earlier, not later DAYS 6190: Lead, Execute, and Influence
You move from stabilization to momentum. You have: Presented a clear HR roadmap aligned to hospital priorities Improved collaboration between HR, operations, and clinical leadership Reduced repeat employee relations issues through better manager capability Strengthened onboarding and early tenure support Established HR as a trusted, proactive partner Built confidence inside the HR team and raised the bar for performance Signals of success: HR is seen as part of the solution, not the problem Leaders trust HR to handle complex issues Decisions are explainable, consistent, and defensible The organization feels steadier Bottom Line
At 90 days, the hospital should feel more stable, less reactive, and more confident in HR leadership. If that kind of responsibility excites you, you're the right candidate.