Director of Human Resources

Envita Medical Centers LLC•Scottsdale, AZ

4d•$120,000 - $150,000•Onsite

About The Position

Envita is seeking a Director of Human Resources to build and implement the HR function for its next stage of growth. This is a net-new, high-impact role where the individual will personally create the programs, standards, tools, leadership practices, and operating rhythms necessary for consistent HR execution across Envita's diverse healthcare entities and verticals. The organization requires a scalable HR operating model to strengthen leadership, protect the enterprise, and enhance the employee experience without introducing unnecessary bureaucracy. A primary focus will be on Employee Relations, with the Director serving as the senior internal owner of workplace issues and investigations, collaborating closely with Legal.

Requirements

Progressive HR leadership experience in a complex, multi-entity, multi-site, or rapidly changing healthcare or professional environment.
Direct, end-to-end ownership of complex Employee Relations matters and workplace investigations, including confident partnership with Legal and sound decisions within delegated authority.
Personally designed and implemented multiple HR programs with limited resources, including the written content, tools, leader training, rollout, adoption, measurement, and improvement.
Built or materially improved performance management and demonstrated measurable adoption, quality, and organizational impact.
Created leadership-development and learning practices that changed manager behavior or organizational capability.
Led succession planning, critical-role reviews, readiness assessment, and development planning.
Established policies, HR service standards, onboarding practices, HR dashboards, and consistent execution across different business units or employee populations.
Strong working knowledge of employment law, compliance, compensation administration, total rewards, HRIS data, confidentiality, and governance.
Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience.
SHRM-SCP, SPHR, or comparable certification is preferred.

Nice To Haves

Healthcare leadership experience is strongly preferred, particularly in oncology, specialty or compounding pharmacy, telemedicine, interventional radiology, outpatient care, chronic-disease care, integrative or functional medicine, precision medicine, or multidisciplinary provider practices.
Experience in a primarily self-pay environment is valuable but not required.
Deep payer or reimbursement expertise is not the focus.

Responsibilities

Build and implement HR programs, standards, tools, leadership practices, and operating rhythms.
Create a scalable HR operating model to strengthen leadership, protect the enterprise, and create a consistent employee experience.
Serve as the senior internal owner of Employee Relations and workplace investigations, working directly with Legal.
Design and operationalize performance management, succession planning, policies, HR service-level agreements, onboarding, learning and development, leadership development, Employee Relations infrastructure, and executive reporting.
Establish enterprise-wide consistency in HR standards across distinct healthcare entities, employee populations, leaders, and operating models.
Advise executives and department leaders on employee, leadership, culture, organization, performance, compensation, compliance, and change matters.
Personally own complex Employee Relations matters from intake through resolution.
Build and consistently implement HR programs across Envita Medical Centers, Vertisis Custom Pharmacy, Envita Interventional Radiology, telemedicine programs, Oncology Online, shared services, and future verticals.
Coach leaders to address issues early, apply policies consistently, strengthen performance, and retain accountability.
Lead the HR team and partner closely with Legal, Finance, IT, Operations, Talent Acquisition, and other enterprise resources.
Translate strategy into written policies, usable tools, manager training, workflows, dashboards, adoption measures, and continuous improvement.
Strengthen salary administration, classification, internal equity, promotions, market and merit adjustments, incentive governance, benefits, leave, retirement, recognition, wellness, approvals, documentation, employee value, and cost sustainability.
Standardize HR workflows and data governance; establish accurate employee records, executive dashboards, trend analysis, risk visibility, recommendations, and an annual HR operating cadence.
Create meaningful feedback mechanisms, identify retention risks and recurring concerns, and address root causes.
Clarify HR team roles, standards, priorities, performance expectations, escalation responsibilities, and development plans.