Director of Human Resources

Envita Medical Centers LLC•Scottsdale, AZ

4d•$120,000 - $150,000•Onsite

About The Position

Envita needs a strategic, hands-on HR builder-operator who will personally design, develop, implement, and continuously improve an integrated employee-lifecycle operating system across a complex, multi-entity healthcare environment. The Director will report to the Vice President, lead the HR team, directly own Employee Relations and benefits, have direct access to Legal counsel, and exercise meaningful decision-making authority within established governance. This is not a large-team orchestration role. The Director must move directly from executive counsel and diagnosis into policy writing, process design, tool creation, manager training, program rollout, issue resolution, measurement, and refinement. The role will strengthen employee relations, performance management, leadership development, succession planning, learning and development, compensation governance, total rewards, compliance, HR service delivery, HR reporting, culture, engagement, retention, and HR team capability while maintaining clear functional boundaries with Talent Acquisition.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
Eight to ten or more years of progressive Human Resources experience, including meaningful HR leadership responsibility.
Demonstrated deep, hands-on expertise in Employee Relations, workplace investigations, direct partnership with employment counsel, corrective action, conflict resolution, performance management, employment compliance, executive counsel, and organizational problem solving.
Experience building or improving scalable HR policies, processes, systems, governance, service delivery, and reporting.
Working knowledge of compensation administration, internal equity, total rewards, learning and development, succession planning, and employee engagement.
Strong executive communication, influence, conflict-resolution, change-leadership, and confidential decision-making skills.
Demonstrated ability and genuine preference to operate strategically and hands-on in a fast-moving, entrepreneurial, multi-entity environment with a lean team and significant blank-slate program-building responsibility.

Nice To Haves

HR leadership experience in healthcare, oncology, cancer clinics, specialty or compounding pharmacy, telemedicine, interventional radiology, outpatient care, chronic-disease care, Lyme disease treatment, or a comparable clinical environment.
Exposure to naturopathic, integrative, functional, or precision-medicine practices and experience supporting multidisciplinary conventional and naturopathic providers.
Experience supporting physicians, advanced practice providers, nurses, pharmacists, clinical support teams, patient-facing employees, and corporate functions.
Experience in a primarily self-pay or out-of-pocket healthcare model where service quality, patient trust, employee accountability, and compassionate communication are critical.
Experience supporting multiple entities, service lines, clinics, locations, or business units.
Experience leading HR transformation, organizational development, service-level design, executive HR reporting, or HR technology and data improvements.
SHRM-SCP, SPHR, SHRM-CP, PHR, or comparable professional certification.

Responsibilities

Serve as a trusted advisor to executives and department leaders on employee, leadership, culture, organization, performance, compensation, compliance, and change matters.
Identify organizational risks, leadership gaps, employee trends, structural issues, and root causes; recommend practical actions with clear ownership and measures.
Support organizational change, entity integration, role clarity, decision rights, and leadership alignment.
Provide objective counsel and respectfully challenge leaders when policy, fairness, employee impact, organizational values, or risk requires it.
Personally own and lead complex Employee Relations matters and workplace investigations from intake through resolution, including case strategy, interviews, evidence review, credibility assessment, documentation, findings, corrective-action recommendations, communication, and follow-through.
Work directly and confidently with internal or external Legal counsel; ensure consistency, fairness, confidentiality, timeliness, documentation quality, defensibility, and compliance without reflexively transferring case ownership upward.
Create clear case-management, decision-rights, escalation, root-cause, and trend-review practices, including defined thresholds for executive notification or decision.
Coach managers to address concerns promptly and appropriately rather than transferring all accountability to HR, while remaining the senior owner of high-risk, sensitive, or complex matters.
Resolve Employee Relations matters within delegated authority through HR and Legal whenever appropriate, protecting executive leadership from unnecessary participation in interviews, evidence review, and routine case decisions.
Provide concise, no-surprise executive updates on material matters, clearly stating the risk, facts known, recommendation, and specific decision required.
Design, implement, and administer performance expectations, reviews, coaching, feedback, documentation, recognition, improvement planning, and corrective action.
Improve the connection between employee responsibilities, measurable outcomes, leadership accountability, development, and organizational priorities.
Ensure underperformance is addressed early and high performance is recognized and developed.
Provide reliable performance data for HR-owned development and succession processes and appropriate data interfaces with Talent Acquisition for Quality-of-Hire analysis.
Establish Envita leadership expectations and practical development programs for executives, directors, managers, and emerging leaders.
Coach leaders on communication, accountability, conflict, feedback, decision-making, employee experience, and change leadership.
Assess leadership strengths and gaps and recommend individual or organizational development actions.
Measure leadership-development participation, application, and organizational impact.
Identify designated critical roles and facilitate internal succession and talent-review discussions.
Define readiness criteria, assess internal capability, document risk, and create development plans for potential successors.
Track succession coverage and readiness over time while avoiding entitlement or predetermined promotion decisions.
Own career development, performance history, succession-development processes, and internal-mobility policy; Talent Acquisition owns talent discovery, role marketing, candidate assessment, and selection support for open roles.
Conduct organizational learning-needs assessments and establish annual learning priorities and calendars.
Oversee compliance, leadership, management, cultural, employee-development, and other role-relevant learning programs.
Select appropriate learning methods, platforms, content, facilitators, and measurement approaches.
Evaluate whether learning improves capability, performance, behavior, employee experience, patient service, or compliance.
Develop and maintain compensation administration policies, decision rights, controls, documentation, and approval standards.
Support job classification, salary administration, internal equity, promotions, market adjustments, merit changes, incentive eligibility, and exceptions.
Partner with Finance and authorized executive leadership on compensation decisions and financial implications.
Provide approved compensation ranges, internal-equity information, benefits, classification, and offer-administration requirements to Talent Acquisition without assuming ownership of external market strategy or candidate negotiation.
Evaluate and manage benefits, retirement, leave, paid time off, recognition, wellness, insurance, incentive governance, and other employee programs as assigned.
Assess competitiveness, employee value, utilization, cost, administration, communication, compliance, and consistency.
Improve employee understanding of the total value of working at Envita.
Recommend changes based on employee needs, organizational priorities, market information, utilization, cost, and sustainability.
Maintain compliance with applicable employment laws and the clinical, pharmacy, licensure, privacy, documentation, and workplace requirements relevant to Envita’s operations.
Oversee policy development, review, communication, acknowledgment, and consistent implementation.
Ensure appropriate administration of leave, accommodations, wage-and-hour requirements, employee records, investigations, and employment decisions.
Maintain audit readiness and protect confidential employee and organizational information.
Ensure employee records and HRIS data are accurate, complete, secure, timely, and appropriately governed.
Standardize HR workflows and improve efficiency without weakening controls or the employee experience.
Own employee onboarding administration after Talent Acquisition transfers the accepted hire, including documentation, orientation, benefits, policy requirements, HRIS entry, and manager readiness.
Evaluate HR technology, reporting, data, and workflow needs separate from recruiting systems and tools.
Define service categories, response and resolution expectations, case priority, ownership, escalation, communication, and stakeholder responsibilities.
Produce recurring executive dashboards and analyses covering HR-owned employee-lifecycle measures and organizational risk.
Distinguish facts, trends, interpretations, risks, and recommendations in executive reporting.
Use missed service levels, recurring issues, and data-quality concerns to drive process, capacity, training, or accountability improvements.
Champion a professional, accountable, respectful, mission-driven, patient-centered, and people-centered culture.
Establish meaningful employee feedback and engagement mechanisms and translate findings into action.
Identify retention risks and recurring employee concerns; address underlying leadership, process, communication, development, or reward issues.
Reinforce integrity, humility, gratitude, learning agility, respectful collaboration, confidentiality, and accountability.
Lead, coach, develop, and work directly alongside the Human Resources team, holding the team accountable for service, accuracy, confidentiality, judgment, responsiveness, and follow-through.
Clarify roles, standards, priorities, performance expectations, escalation responsibilities, and development plans while personally carrying a meaningful share of complex design, employee-relations, leadership, and implementation work.
Evaluate team capacity and capability and recommend structure, role, process, or technology changes where needed. Directly oversee benefits and partner closely with Legal, Finance, IT, Operations, and other organizational resources as appropriate.
Build a collaborative, solutions-oriented HR team capable of supporting Envita’s evolving complexity, but do not delay progress while waiting for additional headcount. The Director must be willing and able to personally create the initial programs, tools, standards, training, and operating routines.