Director, Human Resources, Medical Groups and Ambulatory

NorthBay Health • Fairfield, CA

5d • $175,000 - $190,000 • Onsite

About The Position

The Director, Human Resources provides a full range of HR services to NorthBay Health’s Medical Groups and Ambulatory staff division across multiple clinics. The role leads a team supporting these areas and partners with leadership to align HR strategies with organizational goals. Key areas include workforce planning, employee engagement, labor and employee relations, talent management, culture, and change management, as well as consistent execution of HR programs, policies, and workforce strategies.

For the Medical Groups, the Director oversees HR services related to benefits, leaves of absence, compensation, policies, contracts, grievances, recruiting, hiring, and onboarding. The Director collaborates with operations and HR leaders to develop and apply policies, procedures, and programs, and oversees onboarding for Medical Group staff and orientation for physicians joining the NorthBay system. The position is a member of the Human Resources Department Leadership Team and participates in committees and special projects as needed.

The Director advises and coaches leaders, oversees employee and labor relations matters, supports organizational development and change initiatives, and ensures compliance with employment laws and regulations. The position leads, coaches, hires, and develops HR Business Partners; oversees service quality; and may analyze workforce metrics to inform decisions and planning. The role is primarily Monday through Friday, 8:00 a.m. to 5:00 p.m., with occasional off-hours or weekend work for planned HR activities or system crises. Travel to system campuses and occasional off-site locations is required.

Requirements

• Bachelor’s degree, preferably in Human Resources, Business, or a related field.
• Current national HR certification required (SHRM or PHR/SPHR).
• At least 7 years of progressive HR leadership experience in a complex healthcare system or large matrixed organization.
• At least 4 years of experience as an HR Business Partner.
• At least 4 years of experience managing HR teams.
• At least 4 years supporting healthcare operations, including clinical and non-clinical functional areas.
• Experience in a healthcare union environment.
• Substantial HR training, policy writing, and policy interpretation experience.
• Experience partnering with executive leadership and physician partners.
• Strong knowledge of employment law, employee relations, organizational development, workforce planning, and HR best practices.
• Working knowledge and appropriate application of federal and state employment, discrimination, wage and hour, benefits, leave administration, compliance enforcement, and dispute resolution requirements, including ADA, OSHA, and SB 198.
• Demonstrated ability to lead change and influence across multiple organizational levels.
• Strong analytical, problem-solving, conflict-resolution, and critical-thinking abilities.
• Intermediate proficiency with word processing, database, and spreadsheet applications.
• Effective consulting, facilitation, questioning, and group-process skills.
• Ability to manage multiple priorities in a fast-paced healthcare environment.
• Professionalism, discretion, emotional intelligence, confidentiality, and the ability to remain composed and respectful under pressure.
• Ability to build and maintain positive working relationships and communicate effectively with employees at all levels of a culturally diverse organization.
• Ability to take initiative and be accountable for teamwork and service excellence.
• Ability to travel to system campuses and occasional off-site locations.
• Availability for occasional off-hours or weekend work to support planned HR activities or system crises.

Nice To Haves

• Master’s degree in an HR-related field is highly preferred.

Responsibilities

• Partner with operational leaders to develop and implement HR strategies aligned with business objectives, and provide guidance on HR matters.
• Understand business needs, diagnose organizational needs, and deploy HR team capabilities to support operational performance.
• Lead HR programs and initiatives, champion organizational culture, and develop practical local solutions.
• Prepare or work with an analyst to produce workload and metrics reports.
• Ensure consistent application of policies, procedures, labor laws, and collective bargaining agreements.
• Advise on employee relations and performance matters, conduct investigations, resolve complex issues, and support performance improvement, corrective action, termination, and reduction-in-force processes.
• Manage accommodation and fitness-for-duty processes and assist with workplace issues.
• Support performance management, career development, succession planning, leadership development, coaching, morale, productivity, and retention.
• Identify training needs, coordinate with learning leaders, contribute to course and curriculum development, and provide ongoing training to ambulatory leaders.
• Ensure compliance with federal, state, and local employment laws; provide HR policy interpretation; and support audits and regulatory requirements.
• Support change initiatives, coach leaders and staff on change management, monitor morale and workplace conditions, and maintain communication with operational leaders.
• Lead, coach, hire, and develop a team of HR Business Partners, ensuring effective support and quality of HR service delivery.
• Analyze workforce metrics and trends as requested and lead or support enterprise HR initiatives, committees, and cross-functional projects.
• Manage the development and maintenance of Medical Group HR policies and ensure consistent application.
• Oversee applicable contract negotiations and contracts, collaborate on compensation issues, and handle Medical Group grievance and complaint resolution.
• Assist operations leadership with organizational changes and restructuring, administer reduction-in-force processes when required, and contribute to related communication plans.
• Collaborate with operations on Medical Group workforce strategy and job descriptions.
• Work with leaders and the recruitment team to support recruiting, hiring, contracting, and onboarding initiatives.
• Assist managers and employees with renewal of work documents for employees holding Employee Authorization Cards or visas.
• Counsel on leave policies and procedures and oversee timely, accurate processing of leave documents.
• Assist individuals with benefit program selections and enrollment.
• Participate in annual departmental budget preparation and monitor relevant function expenditures.
• Collaborate on state and federal reporting, including with the HRIS analyst, and work with Medical Staff on related matters.
• Oversee Medical Group staff onboarding and physician orientation, ensuring a positive onboarding experience.
• Oversee HR functions for the assigned area, including the team, transaction processing, and processes.
• Perform other duties as assigned and comply with organizational and departmental policies, regulatory requirements, and strategic interests.

Benefits

• Medical insurance
• Dental insurance
• Vision insurance
• Life insurance
• Disability coverage
• Long-term care coverage
• Paid time off, including vacation, sick leave, holidays, and bereavement
• 403(b) retirement plan with employer match
• Education reimbursement for eligible roles
• Professional development and training programs
• Employee Assistance Program
• Wellness programs
• Recognition programs
• Shift differentials
• Market-based compensation review and increases, subject to approval and organizational performance
• Variable incentive compensation plan eligibility for manager-level and above positions

What This Job Offers

• Job Type: Full-time
• Career Level: Director