Montana Rural Healthcare Human Resources Leadership Opportunities

Rural Staffing Services • Montana, MT

6d • Hybrid

About The Position

Montana Rural Healthcare Human Resources Leadership Opportunities. This application may connect you with the specific opportunity you were viewing, as well as other current or upcoming rural healthcare positions that align with your experience and goals. By joining the Rural Staffing Services Talent Network, you are helping us build a more thoughtful and connected approach to rural recruitment, one that allows experienced human resources leaders and Montana healthcare organizations to find one another more quickly when the right need arises. Every application helps strengthen a growing network of people who are willing to bring their experience, leadership, resourcefulness, and heart to rural communities. Rural Staffing Services partners with rural hospitals, clinics, public hospital districts, regional health systems, community health centers, tribal healthcare organizations, long-term care providers, and healthcare organizations throughout Montana to identify experienced human resources leaders who understand the importance of supporting both employees and the communities they serve. We are currently connecting with professionals who may be interested in active and upcoming human resources, talent acquisition, workforce development, employee relations, people and culture, and HR operations leadership opportunities across Montana. In rural Montana, human resources plays a central role in whether an organization can recruit, retain, develop, and support the people needed to care for its communities. Healthcare organizations may compete for talent across large geographic areas while also navigating limited housing, transportation challenges, workforce shortages, relocation needs, severe weather, and hard-to-fill clinical and leadership positions. HR leaders often work across every department and help shape the employee experience from the first conversation through recruitment, relocation, onboarding, development, retention, and long-term engagement. The strongest rural HR leaders are approachable, thoughtful, fair, and trusted. They understand employment law, policy, compensation, benefits, and compliance, but they also understand people. They can support employees, advise leaders, navigate difficult situations, build trust, and help create a workplace where people feel respected, informed, and valued. In smaller or geographically dispersed organizations, HR leaders may have broad responsibility across recruitment, employee relations, benefits, compensation, leave administration, workforce housing, compliance, credentialing, workforce planning, and organizational culture. They may also support employees and leaders across multiple facilities, reservations, or communities separated by significant distances.

Requirements

• Progressive human resources leadership experience
• Experience as an HR Director, HR Manager, HR Business Partner, People and Culture leader, Talent Acquisition leader, or comparable professional
• Knowledge of employment law, employee relations, recruitment, benefits, compensation, leave administration, and HR compliance
• Experience advising executives, managers, supervisors, and department leaders
• Strong communication, discretion, judgment, relationship-building, and conflict-resolution skills
• Experience building or improving HR policies, systems, processes, and employee programs
• Experience supporting healthcare workforce challenges and hard-to-fill positions
• Experience with relocation, workforce housing, regional recruitment, or geographically dispersed teams may be valuable
• Experience leading through growth, restructuring, workforce shortages, leadership change, or organizational transition
• The ability to collaborate across executive, clinical, operational, tribal, and community teams
• Experience with rural hospitals, Critical Access Hospitals, FQHCs, public hospital districts, tribal healthcare organizations, regional healthcare systems, long-term care providers, or community healthcare organizations
• A collaborative, fair, practical, and relationship-focused leadership style
• The ability to relocate or travel regionally when required

Nice To Haves

• Relevant certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or another human resources credential may be preferred

Responsibilities

• Providing strategic and operational leadership for human resources
• Supporting recruitment, onboarding, retention, workforce planning, and succession planning
• Building recruitment strategies for hard-to-fill rural, frontier, clinical, technical, and executive positions
• Supporting relocation, workforce housing, transportation, and community integration when applicable
• Advising executives, managers, supervisors, and employees on workplace matters
• Strengthening employee engagement, communication, trust, and organizational culture
• Leading employee relations, investigations, corrective action, and conflict resolution
• Overseeing compensation, benefits, payroll coordination, leave administration, and HR operations
• Supporting performance management, coaching, leadership development, and succession planning
• Developing and maintaining policies, procedures, job descriptions, and employee handbooks
• Ensuring compliance with employment laws, regulations, organizational standards, and grant or contract requirements
• Supporting labor relations or collective bargaining when applicable
• Managing credentialing, background checks, licensing verification, onboarding, and workforce compliance processes
• Improving HR systems, reporting, data accuracy, workflows, and documentation
• Supporting employees and leaders across multiple facilities, clinics, reservations, or communities
• Developing local workforce pathways, internships, apprenticeships, training programs, and community partnerships
• Collaborating with schools, colleges, tribal partners, workforce agencies, public entities, and community organizations
• Supporting organizational change, restructuring, growth, mergers, service expansion, or leadership transitions
• Helping leaders respond to workforce shortages, burnout, vacancies, and changing community needs
• Creating an environment where employees and leaders feel informed, supported, accountable, and heard

Benefits

• The schedule, compensation, relocation assistance, travel requirements, reporting structure, departmental scope, and employment arrangement will be explained before you decide whether to move forward with a specific opportunity.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior