Director of Human Resources

All Points North•Edwards, CO

9d•Hybrid

About The Position

All Points North (APN) is seeking an experienced, strategic HR leader to build and stabilize our people function. As Director of Human Resources, you'll partner directly with executive leadership to shape HR strategy, develop a high-performing HR team, and create the systems and programs that attract, engage, and retain our talented workforce across Colorado and Texas operations and our multi-state telehealth platform. This is a pivotal build-and-stabilize role with meaningful authority to modernize HR operations, strengthen organizational partnerships, and drive measurable improvements in talent acquisition, retention, compliance, and employee experience. You'll spend roughly 60% of your time in leadership and partnership, 20% in analysis and strategic writing, and 20% in hands-on execution. Work Location: This role is primarily on-site at our Edwards, Colorado lodge location and other Colorado facilities, with regular travel to our Dallas-Fort Worth, Texas operations as needed. We're looking for candidates based in Colorado who can maintain a strong presence at our Colorado locations while supporting our multi-state operations.

Requirements

7+ years of progressive HR leadership experience, including demonstrated success developing HR teams, modernizing HR operations, and building trusted partnerships with operational leaders
Demonstrated success modernizing HR operations, including policies, SOPs, records, HRIS workflows, and service standards
Strong working knowledge of multi-state employment compliance, including Colorado requirements such as HFWA and pay-transparency laws, as well as the ability to navigate employment requirements across other states in which APN operates
Solid expertise in employee relations, investigations, performance management, and high-risk employment decisions
Experience in recruiting, onboarding, credentialing readiness, and retention program design
Knowledge of total rewards, including compensation benchmarking, benefits administration, and vendor management
Experience with workforce planning, succession planning, people analytics, and reporting
Experience evaluating PEO, HRIS, or comparable HR platform decisions and organizational needs
Bachelor's degree or an equivalent combination of education and relevant professional experience required
SHRM-SCP or SPHR certification preferred
Trustworthiness and Credibility: Keep commitments, handle sensitive information carefully, and communicate honestly about difficult issues
People Development: Coach in real time, explain the reasoning behind decisions, and share knowledge generously
HR Advocacy: Ensure HR has an appropriate voice in leadership decisions and provide support and guidance during difficult situations
Cross-Functional Collaboration: Resolve disagreements without creating sides and work collaboratively across departments
Clear Direction and Ownership: Set priorities, define decision rights, take ownership, and work alongside the team when the load is heavy
Listening and Openness: Give ideas a fair hearing and remain open to learning and growing
Inclusive Leadership: Drive a people-first, inclusive culture that values diversity and belonging
Technical Proficiency: Strong working knowledge of HRIS platforms, PEO models, Microsoft 365, and workforce reporting tools
Communication: Articulate and skilled in interpersonal communication
Judgment and Maturity: Sound judgment, mature behavior, appropriate professional boundaries, and the ability to adapt effectively to new situations

Nice To Haves

Colorado-based candidate
Experience in healthcare, behavioral health, or another licensed and credentialed workforce environment
Direct experience leading a significant PEO, HRIS, or comparable HR platform implementation or transition
bilingual English/Spanish skills preferred

Responsibilities

Coach and direct HR staff through weekly 1:1s, workplans, and feedback. Establish clear responsibilities, decision authority, and service expectations.
Implement an HR business-partnership model that builds strong, trusted relationships between HR and organizational leaders.
Review policies and practices against current legal and operational requirements across APN's multi-state operations.
Publish updated core HR SOPs, handbook, and applicable state-specific policies, including Colorado HFWA, pay-transparency requirements, and other state-mandated employment regulations.
Audit personnel, credentialing, compliance, and statutory records; identify risks and lead corrective plans.
Partner with operational leaders to forecast staffing needs and establish hiring priorities.
Strengthen recruiting and onboarding systems to improve time-to-fill and ensure background, credentialing, and onboarding requirements are completed before first shift.
Review turnover and retention data monthly and evaluate stay- and exit-interview feedback to identify recurring causes.
Partner with leaders to identify critical positions and retention risks, assess successors, and establish development actions.
Lead regular workforce, succession, and leadership-development reviews.
Provide oversight and guidance to HR staff on employee-relations matters and approve final recommendations as appropriate.
Personally lead executive-level, highly sensitive, legally complex, or high-risk matters, including investigations.
Review market pay, benefit costs, employee feedback, and vendor performance and recommend compensation and benefit changes.
Evaluate the current PEO relationship and recommend optimization or exit.
Oversee HRIS configuration, workflows, and documentation standards across APN operations.
Review HR spending, system performance, and workforce measures monthly.
Deliver monthly workforce and HR-budget reporting and a quarterly turnover and retention dashboard.