Senior Director of Human Resources

Greater Baden Medical Services, Inc. • Brandywine, MD

4d • $130,000 - $170,000 • Hybrid

About The Position

The Senior Director of Human Resources builds and leads GBMS's Human Resources function as a strategic driver of organizational performance. This role owns HR strategy end to end: employee relations, compliance, performance and compensation management, workforce planning, and the development of a forward-thinking HR team. A core mandate of this role is strengthening the people-management capacity of leaders across all 9 clinical sites, so that managers can resolve routine employee issues directly and confidently. HR's role is to serve as advice, counsel, and strategic partner to leadership, not as a default resolver of problems that leaders should own. The Senior Director reports to executive leadership and is accountable for HR's contribution to GBMS's clinical and business outcomes.

Requirements

• Master's degree in Human Resources, Business Administration, Healthcare Administration, or a related field required, or an equivalent combination of education and experience.
• 7–10 years of progressive HR experience required, including proven leadership and supervisory experience.
• Specialized expertise leading the design, development, and execution of HR programs within a complex, highly regulated, or matrixed environment; healthcare or FQHC experience preferred.
• Demonstrated success coaching, mentoring, and developing HR professionals, and guiding operational managers through employee relations matters.
• Expert working knowledge of employment law and its practical application, including FLSA, COBRA, ADA, and FMLA.
• Proficiency in Microsoft Office Suite (Word, PowerPoint, Excel) and Google Workspace.

Nice To Haves

• SPHR, SHRM-CP, or SHRM-SCP certification highly preferred.

Responsibilities

• Develop and lead GBMS's organization-wide HR strategy, aligning workforce planning, talent, and organizational design with clinical and operational objectives.
• Partner directly with executive leadership on workforce planning analysis to drive recruiting and retention strategy.
• Lead organization-wide performance and compensation management cycles, maintaining internal equity and market-competitive positioning.
• Own the HR strategic plan and report on its execution and outcomes to executive leadership.
• Lead employee relations across the organization, providing expert HR counsel to leadership, managers, and employees on complex employment matters.
• Conduct and oversee objective investigations, facilitate conflict resolution and mediation, and manage termination proceedings.
• Review, document, and lead the interactive process for all Americans with Disabilities Act (ADA) workplace accommodation requests.
• Oversee the onboarding framework for all staff, including leading New Hire Orientation.
• Maintain organization-wide compliance with employment law, including FLSA, COBRA, ADA, and FMLA.
• Identify compliance risk proactively and correct process gaps before they become liabilities.
• Maintain strict confidentiality and sound judgment as the organization's resource for sensitive, high-priority workforce matters.
• Build, lead, and develop a forward-thinking HR team equipped to operate as strategic partners to the business.
• Coach and develop direct reports so they can independently guide site leaders through employee relations and performance issues.
• Set clear performance expectations for the HR team and hold the team accountable to measurable outcomes.
• Manage HR department operations, including recruiting, training, coaching, and performance management of HR staff.
• Strengthen the people-management skills of site and department leaders so they can manage performance and employee relations issues directly.
• Position HR as a strategic advisory function that leaders turn to for counsel and partnership, not as a substitute for leadership accountability.
• Design and deliver manager training on performance management, coaching, and employee relations fundamentals to build self-sufficient leaders.
• Build direct, credible working relationships with site leaders, department heads, and executive leadership across all 9 clinical locations.
• Maintain working knowledge of the clinical and operational realities of each site and department to provide relevant, practical HR guidance.
• Represent HR in cross-functional planning and decision-making at the leadership level.

What This Job Offers

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