Director, People & Culture

LifeLinc Corporation•Memphis, TN

22h

About The Position

The Director of People & Culture serves as the senior HR leader for the corporate function, responsible for shaping and executing a people strategy that supports both corporate teams and clinical provider operations. This role drives organizational effectiveness through leadership of employee engagement, internal communications, benefits strategy, leadership development, and HR operations. The Director partners closely with executive leadership and operational leaders to align people strategies with business priorities, ensuring a high-performing, engaged, and compliant workforce.

Requirements

Education and experience equivalent to: Bachelor’s degree in HR, Business Administration, or related field
8-12+ years of progressive HR experience, with minimum 5 years in a leadership role
Strategic thinking and business acumen
Executive presence and influencing skills
Communication and interpersonal skills
Relationship management skills; ability to foster a cooperative work environment
Ability to analyze and assess professional development, performance, and training needs
Knowledge of information systems used in human resources applications, compliance and privacy programs, policies, and technology solutions
Ability to analyze opportunities and develop creative solutions to complex human resource and compliance issues
Ability to prioritize tasks and delegate when appropriate
Ability to maintain confidentiality
Knowledge of federal, state, and local employment laws and regulations
Knowledge of design, implementation, and evaluation of compensation and employee benefits programs
Proficiency with Microsoft Office Suite or related software

Nice To Haves

Master’s Degree in Human Resources, Business Administration, or related field
Background in healthcare, provider organizations, and/or multi-site experience preferred
Strong understanding of employee benefit programs and background in employee engagement, leadership development, and HR strategy
SHRM Senior Certified Professional (SHRM-SCP ) or Human Resources Certification Institute (HCRI) Senior Professional in Human Resources (SPHR)

Responsibilities

Develop and execute the organization’s people strategy aligned with business goals and growth initiatives
Serve as a trusted advisor to senior leadership on organizational design, workforce planning, and culture
Lead HR initiatives that enhance engagement, retention, and leadership effectiveness
Develop and track HR KPIs and report updates and outcomes to executive leadership and the Board
Design and implement engagement strategies, including surveys, action planning, and culture initiatives
Champion a strong, values-driven culture across corporate and provider teams
Oversee recognition programs and employee experience initiatives
Oversee benefits strategy, plan design, and vendor management
Ensure benefits offerings remain competitive and develop initiatives to keep healthcare costs and premiums low
Oversee leadership development and high-potential programs for both corporate leaders and clinical leaders
Identify skill gaps and implement training programs to support organizational capability training
Oversee key training initiatives, including compliance and manager training
In collaboration with Legal, ensure all processes and procedures are in compliance with employment laws and regulations
Chair the Policy Committee and maintain up-to-date, accessible policies
Oversee progressive discipline procedures and processes and investigations
Develop internal communications strategy, and oversee corporate communications, ensuring clarity, consistency, and alignment with company culture
Partner with leadership on messaging related to organizational changes, initiatives, and employee programs
Provide strategic HR support to corporate functions and operational leaders
Guide leaders on performance management, talent development, and employee relations matters
Partner with Operations to support workforce planning and growth
Lead and develop HR team members
Establish priorities, workflows, and accountability across the HR function
Responsible for development and adherence to annual Human Resources budget
Evaluate HR staffing requirements (both FTE count and capabilities) and determines plan of action