Human Resources Director

Optima Dermatology•Portsmouth, NH

4d•Onsite

About The Position

Optima Dermatology, a rapidly-growing 450+ employee and twenty location dermatology practice, is seeking an experienced Director of HR to oversee the day-to-day operations of our HR administration functions and three team-member HR department. This leadership role will be responsible for ensuring the effective and efficient delivery of HR services, managing HR systems, policies, and processes, coordinating employee relations and performance management, recruiting, supervising four HR staff, and collaborating with Training staff (housed in Operations). The ideal candidate will have strong leadership experience, a deep understanding of HR operations, and the ability to foster a collaborative and high-performance work environment. The opportunity is an in-office role. The Director of HR will need to be in the office (Portsmouth, NH) 5 days per week with flexibility to work remote as needed.

Requirements

8+ years of progressive HR experience, with a minimum of 2 years of management experience, preferably in healthcare or multi-site service organizations
Bachelor’s degree in Human Resources, Business Administration, or related field required
Highly organized and self-motivated with a bias for action and a collaborative working style
Comfortable operating in a fast-paced, evolving environment with an ownership mentality
Excellent verbal and written communication skills, organizational skills, and project management skills
Proficiency with Microsoft Office Suite or related software
Proficiency with HRIS systems, preferably including Paylocity & Greenhouse

Nice To Haves

Master’s degree preferred, but not required
SHRM-CP or SHRM-SCP preferred

Responsibilities

Strategic HR Leadership: Develop and execute a forward-looking HR strategy that aligns with business objectives and supports company growth across all locations.
Serve as a trusted advisor to executive leadership on organizational development, workforce planning, succession planning, and change management.
Lead culture initiatives that promote employee engagement, retention, and alignment with company values.
HR Operations Management: Oversee and manage the day-to-day HR administrative functions, including employee records management, payroll, benefits administration, HRIS systems, employee offboarding and onboarding, and compliance with labor laws and regulations.
Develop, implement, and maintain HR policies, procedures, and workflows to ensure consistent, efficient, and compliant HR operations, including procedure for Human Resources activities involved in startup of new locations.
Ensure timely and accurate processing of HR-related data, including new hires, terminations, promotions, transfers, and leave management.
Develops, maintains, and administers compensation programs, including periodic review and update of salary structure and development of incentive compensation plans and position-specific compensation plans.
Talent Acquisition Oversee all aspects of non-provider recruitment, including the development of scalable hiring strategies, workforce forecasting, and employer branding.
Build and lead a high-performing in-house recruiting function that delivers top talent across clinical, operational, and administrative roles.
Partner with department heads to identify staffing needs and develop proactive sourcing and talent pipeline strategies.
Team Leadership and Development: Lead, mentor, and develop a team of HR support staff, fostering a collaborative and high-performance team culture.
Provide guidance and training to HR staff on HR policies, procedures, and best practices.
Set clear performance goals for HR team members and conduct regular performance evaluations.
HR Systems and Technology: Manage and optimize the use of HR software and systems (HRIS, ATS, payroll systems, etc.) to enhance data accuracy, reporting capabilities, and employee experience.
Work with IT and other departments to troubleshoot and resolve any system issues and recommend upgrades or improvements to HR technology.
Compliance and Reporting: Ensure compliance with federal, state, and local labor laws and regulations, including those related to benefits, payroll, recruiting and workplace safety.
Monitor and track HR metrics, including turnover, headcount, and other key performance indicators.
Prepare and present reports to senior management on HR trends, staffing, and administrative issues.
Employee Relations and Engagement: Support the HR team in handling employee inquiries and concerns related to HR policies, benefits, and processes.
Act as a liaison between employees and management to promote positive employee relations and resolve administrative issues and grievances promptly.
Develops, maintains, and administers performance management programs, including job descriptions, annual and interim reviews, employee development plans, and succession planning. Coaches and supports managers in delivering positive and constructive feedback and administering progressive discipline.
Manage the company’s employee engagement plan and budget to foster strong employee satisfaction and great Optima culture.
Continuous Improvement: Identify opportunities for process improvements and cost-saving initiatives within HR.
Stay current on HR best practices, legal updates, and emerging trends to continuously enhance the efficiency and effectiveness of HR operations.