Human Resources Director

Northeast Georgia Health System•Gainesville, GA

25d

About The Position

The Director, Human Resources - Entity provides strategic and operational leadership for the Human Resources Business Partner (HRBP) and Employee Relations functions for the assigned entity. The role leads HR professionals who partner with organizational leaders to develop workforce solutions, enhance employee engagement, manage employee relations concerns, support organizational effectiveness, and promote consistent application of employment policies and practices. Serving as a trusted advisor to operational leaders, the Director translates business objectives into people strategies that support organizational performance. The position oversees complex employee relations matters, supports talent and workforce planning, and develops partnerships across Human Resources, operational departments, and executive leadership. The Director ensures HR Business Partners and Employee Relations Specialists provide proactive consultation, leadership coaching, employee support, and workforce guidance aligned with organizational values, culture, and strategic priorities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Leadership, or a related field.
Seven years of progressive Human Resources experience.
Five years of experience as an HR Business Partner, Employee Relations professional, or in a comparable strategic HR role.
Three years of leadership experience managing HR professionals.
Strong knowledge of employee relations, employment law, and HR best practices.
Expertise in performance management, leadership coaching, workforce planning, and organizational effectiveness.
Ability to influence and build relationships across all organizational levels.
Excellent conflict resolution, mediation, and consultation skills.
Strong business acumen and strategic thinking abilities.
Demonstrated leadership and team development capabilities.
Ability to manage multiple priorities in a fast-paced healthcare environment.
Skill in workforce analytics and translating data into actionable recommendations.
Proficiency in Microsoft Office Suite and Workday HR systems.

Nice To Haves

SHRM-SCP, SPHR, or CCP certification.
Healthcare Human Resources certification.
Master’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related field.
Experience supporting complex organizational structures and multiple business units.
Healthcare Human Resources experience.

Responsibilities

Lead, mentor, and develop a team of HR Business Partners and Employee Relations Specialists.
Establish service delivery expectations and ensure consistent HR support across assigned client groups.
Advise leaders on workforce planning, organizational effectiveness, employee engagement, succession planning, and talent management.
Promote proactive problem-solving and partnership between HR and operational leadership.
Guide complex employee relations matters, including performance concerns, investigations, workplace conflict, corrective action, policy interpretation, and employee complaints.
Review high-risk employee relations cases and recommend resolutions.
Partner with Legal, Compliance, and organizational leaders on sensitive workforce issues.
Promote consistent and equitable application of policies and employment practices.
Monitor employee relations trends and recommend ways to reduce risk and improve workplace climate.
Advise directors, managers, and senior leaders on workforce and employee matters.
Coach leaders on employee engagement, leadership effectiveness, performance management, team dynamics, and conflict resolution.
Help leaders develop action plans to improve team performance and workforce outcomes.
Support organizational change initiatives and workforce transitions.
Partner with Talent Acquisition, Compensation, Organizational Development, and Learning teams to align workforce strategies.
Support organizational restructuring, workforce planning, and position management initiatives.
Participate in leadership talent reviews and succession planning discussions.
Advance initiatives that strengthen employee retention, leadership effectiveness, and workforce stability.
Support efforts to enhance employee engagement and retention.
Use survey results, turnover data, and workforce analytics to identify improvement opportunities.
Partner with leaders to develop engagement action plans and monitor outcomes.
Champion initiatives that reinforce organizational values and culture.
Develop departmental goals, objectives, and performance metrics.
Monitor HRBP and Employee Relations workload distribution and resource allocation.
Identify process improvement and operational efficiency opportunities.
Maintain compliance with federal, state, and organizational employment requirements.
Analyze workforce trends related to turnover, retention, employee relations activity, engagement, and talent movement.
Prepare reports and presentations for executive and operational leadership.
Use data to identify organizational risks and recommend strategic workforce solutions.