DIRECTOR, HUMAN RESOURCES

UHS•Washington, DC

76d•Onsite

About The Position

Capital Medical Group, a newly acquired physician practice group within Independence Physician Management (IPM), a subsidiary of UHS, is seeking an experienced, strategic Human Resources leader to help shape the future of the organization and support the continued growth of a large, multi-specialty medical practice serving patients across the Washington, DC area and the DMV. The Director of Human Resources will play a pivotal role in shaping HR strategy, strengthening organizational culture, and supporting facility leadership across Capital Medical Group (CMG). This leader will provide strategic and operational HR guidance in areas such as employee relations, talent acquisition, performance management, compliance, compensation, and workforce planning. This is an onsite position requiring regular presence in the Washington, DC area to partner closely with leadership, employees, and operational teams.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field from an accredited educational institution.
SPHR or PHR certification strongly preferred.
7+ years of progressive HR management experience, with a strong focus on employee relations, workforce planning, compensation, and compliance.
Experience leading HR operations in multi-site and multi-state environments, preferably in a physician practice or acute healthcare setting.
Demonstrated success partnering with leadership teams to drive business outcomes.
Strong responsiveness and sound judgment in managing time-sensitive issues.
Experience managing HR staff, developing teams, and overseeing employee relations functions
Prior experience managing high-volume, full-cycle recruitment processes.
Thorough knowledge of federal, state, and local employment laws.
Experience with EEOC and other regulatory agencies, as well as Joint Commission HR requirements.
Thorough knowledge of Joint Commission and CMS (Medicare) regulations.
Knowledge of labor relations and union avoidance tactics.
Proficiency with HRIS platforms and reporting tools.
Strong knowledge of compensation practices and wage and hour laws
Proficiency in HRIS systems such as Lawson, HR Smart, and RAS reporting
Advanced Microsoft Office skills, including Word, Excel, and PowerPoint
Excellent verbal and written communication skills
Strong analytical, organizational, and problem-solving abilities
Ability to maintain confidentiality and handle sensitive information with professionalism

Responsibilities

Provide HR leadership, direction, and technical expertise across a broad range of HR functions, including talent acquisition, employee engagement, employee retention, organizational change, employee relations, compliance, and compensation.
Partner with CMG executive and leadership teams to align HR strategy with business goals and operational priorities.
Oversee HR services and conduct periodic needs assessments to ensure HR initiatives support organizational and market needs.
Develop and implement talent management and engagement strategies to attract, develop, and retain top talent.
Monitor and analyze HR metrics related to recruitment, hiring, retention, turnover, and engagement to guide strategic improvements.
Develop, update, and support Human Resource policies, goals, objectives, and performance improvement efforts.
Review corrective actions and provide guidance to leadership on appropriate performance management approaches.
Investigate Compliance Line incident reports and ensure timely follow-up as assigned.
Partner with labor relations and corporate legal teams regarding external complaints and regulatory matters, including EEOC, State Civil Rights, OSHA, and NLRB matters.
Serve as a first responder for labor organizing activity and support union avoidance efforts.
Administer the Wage Administration Program, making sound recommendations on pay changes and market reviews.
Lead the annual employee engagement survey process, including action planning and leadership follow-up.
Oversee the performance evaluation and merit process to ensure consistency and equitable application.
Collaborate with Regional Human Resources – Acute/IPM to ensure execution of division HR strategy, policies, and processes.
Coach, mentor, and develop HR team members to promote consistency, learning, and continuous improvement.