Senior Director of Human Resources

RiverStone Health•Billings, MT

3d•$102,546 - $138,438•Onsite

About The Position

The Senior Director of Human Resources serves as the organization's senior human resources leader and strategic partner to executive leadership. The position provides direction, oversight, and leadership for critical human resources functions including employee relations, talent acquisition, organizational development, workforce planning, compensation strategy, and HR compliance. The Senior Director develops and implements human resources initiatives that support organizational goals while fostering a positive and productive workplace culture. This position reports directly to the Chief Financial Officer and collaborates closely with organizational leadership to ensure effective workforce management and operational success.

Requirements

Bachelor’s Degree in Human Resources Management or Business Administration with an emphasis in Management
Five (5) years of human resource team management experience
Demonstrated experience in employee relations, performance management, workplace investigations, policy administration, and talent acquisition
Experience in healthcare, public health, or governmental environments
SHRM Certified Professional (CP) and/or HRCI Professional in Human Resources (PHR), required within one year of hire and maintained throughout employment.
Demonstrated knowledge of all aspects of human resources operations and HR strategies
Strong leadership, communication, and collaboration skills
Demonstrated ability to maintain compliance with HR related rules, regulations, policies, procedures, and best practices.
Ability to proactively identify and deliver HR capabilities based on labor trends and needs
Ability to set clear objectives, success metrics, and reporting mechanisms
Strong attention to detail, teaching skills, problem-solving skills, organizational skills, and communication skills.
Experience using a variety of technical systems including Microsoft O365 and HRIS.
Ability to interact effectively with individuals at all levels of the organization.
Ability to build trust and conduct professional interactions with officials, board, staff and applicants.
Doing things right the first time
Making people feel welcome
Showing respect for each customer
Anticipating customer needs and concerns
Keeping customers informed
Helping and going the extra mile
Responding quickly
Protecting privacy and confidentiality
Demonstrating proper telephone etiquette
Taking responsibility for handling complaints
Being professional
Taking ownership of your attitude toward Service Excellence
Supervise a team of three HR professionals responsible for delivering all facets of HR, including payroll to an organization with total employees of more than 375 staff.
Work can be high-stress when dealing with delicate HR matters, threats, and elevated tensions.
Work is mainly performed on the computer in the office at least eight (8) hours per day.
Create and maintain a safe/secure working environment by adhering to safety, security, and health requirements. Integrate injury, illness, and loss prevention into job activities by attending any necessary training and implementing best practices.
The work is performed under the supervision and direction of the CFO.
Decisions directly affect the quality of services provided to more than 375 staff.
Considerable leeway is granted for the exercise of independent judgment and initiative.
Consult with executives, senior leadership, directors, managers, and supervisors of the organization on employment issues such as strategic HR and change efforts, employee relations issues, compensation, performance management, etc.
Coach staff to work through conflict balancing organizational best-interest with that of the employee.
Present key HR subject matter to leadership staff, leadership, and board members to enhance understanding and application.
The Senior Director is directly responsible for the HR budget as a component of the overall Administrative Services budget.
Human assets represent nearly $40M of the RiverStone Health annual budget, and although each division is responsible for its staffing costs, HR consults with those leaders to help manage staffing levels, compensation, benefits, payroll taxes, and more.
Responsible for costs associated with ongoing organizational development.

Nice To Haves

Experience at a senior leadership level (director or above)
Required to obtain appropriate ICS emergency preparedness training
Clinical talent acquisition and compensation experience
Senior credentials from either source are a preferred qualification

Responsibilities

Develop and implement HR strategies that align with the organization's mission, vision, and overarching goal make RiverStone Health’s an Employer of Choice.
Serve as a strategic advisor to executive leadership regarding workforce planning, organizational design, talent management, employee engagement, and workplace culture.
Assess workforce trends and recommend strategies to support organizational sustainability and effectiveness.
Promote a work environment where individuals feel safe, supported, and inspired.
Compile and share HR metrics to demonstrate the effectiveness of HR initiatives and influence decisions.
Lead the development and execution of workforce initiatives that promote retention, employee development, and succession readiness.
Participate in budget conversations regarding staffing levels, compensation, and benefits.
Provide oversight and strategic direction for human resource management practices across the organization.
Support and guide the Employee Relations & HR Operations Manager in resolving complex employee relations matters, investigations, disciplinary actions, and workplace concerns.
Review high-risk employment issues and provide recommendations to minimize organizational risk.
Ensure consistent application of policies, procedures, and employment practices.
Partner with legal counsel and executive leadership on employment-related matters as necessary.
Ensure compliance with applicable federal, state, and local employment laws and regulations, including provisions of the Montana Code Annotated (MCA), and implement necessary policy and practice updates to maintain compliance.
Oversee policy development efforts and ensure policies remain aligned with organizational needs and legal requirements.
Provide leadership and oversight for recruitment and talent acquisition functions.
Develop workforce planning strategies to address current and future staffing needs.
Collaborate with department leaders to identify workforce challenges and talent needs.
Evaluate recruitment processes and implement improvements that enhance candidate experience and organizational competitiveness.
Develop and support strategies that attract, retain, and develop high-performing employees.
Develop and deliver a Human Resource Information System (HRIS) strategy that promotes better system integration, modernizes capabilities, and automates HR processes.
Provide strategic oversight of compensation programs.
Evaluate market trends and recommend compensation strategies that support recruitment and retention objectives.
Participate in salary administration, classification review, and compensation planning efforts.
Partner with the Chief Financial Officer regarding budgetary considerations affecting staffing, compensation, and benefits.
Collaborate with payroll and benefits personnel through a dotted-line reporting relationship to ensure efficient administration and compliance.
Assist with the administration of RiverStone Health’s employee benefit programs, including medical, dental, vision, life, disability, HSA, FSA, retirement, voluntary benefits, and related insurance and benefit plans.
Support administration of RiverStone Health’s health insurance plan, including eligibility management, enrollment coordination, premium/contribution administration, vendor coordination, employee issue resolution, and reconciliation of plan-related invoices and reports.
Perform other duties as assigned in support of RiverStone Health’s mission and goals.