Benefits:

Health insurance

Position Summary

The Director of Human Resources is a senior leadership role responsible for building and overseeing all people operations functions for a growing healthcare services company. This is a foundational hire: the organization is transitioning from an informal, contractor-dependent workforce model to a structured full-time employment model, and the Director of HR will be the architect of that transformation.

This individual will establish HR infrastructure from the ground up including recruitment pipelines, onboarding systems, compensation frameworks, compliance programs, and employee relations protocols with a particular focus on clinical staff. The role requires someone who is equally comfortable drafting policy and having a difficult conversation, and who understands the unique regulatory and operational demands of multi-state healthcare employment

Key Responsibilities

Talent Acquisition & Workforce Planning

Design and own the full-cycle recruiting process for clinical and administrative roles, including job postings, screening, interviewing, and offer management
Build and maintain a pipeline of qualified field-based RNs and other clinical staff to support program growth across multi-state markets
Partner with operations leadership to anticipate staffing needs and develop proactive hiring plans
Manage relationships with staffing agencies and PRN contractors, with a strategic goal of reducing contractor dependency over time

Onboarding & Credentialing

Develop and maintain a structured onboarding program for all new hires, with clinical-specific components including licensure verification, credentialing, and compliance training
Ensure all employees maintain current licensure, certifications, and required training; implement tracking systems to manage renewal deadlines
Coordinate pre-employment background checks, drug screenings, and reference verifications

Compensation & Benefits Administration

Administer the Company’s compensation structures, including base salary, productivity bonuses, and travel stipend programs
Manage benefits enrollment, administration, and vendor relationships for health, dental, vision, and other offerings
Conduct periodic market benchmarking to ensure compensation remains competitive for clinical and administrative roles

Compliance & Employment Law

Ensure organizational compliance with applicable federal and state employment laws, including FLSA, FMLA, ADA, HIPAA, and OSHA
Maintain and update the Employee Handbook and all HR policies on a regular basis
Manage unemployment claims, workers’ compensation matters, and other regulatory filings
Serve as the primary point of contact for employment-related

Employee Relations & Performance Management

Serve as a trusted resource for employees and managers on workplace concerns, performance issues, and conflict resolution
Develop and implement a consistent performance review process tied to clinical and workplace standards and organizational values
Manage disciplinary processes, PIPs, and terminations in a fair, consistent, and legally sound manner
Investigate complaints and employee relations issues promptly and thoroughly

HR Systems & Reporting

Evaluate and manage HRIS for a growing clinical workforce
Maintain accurate employee records including personnel files, I-9s, and licensure documentation
Provide leadership with regular reporting on headcount, turnover, time-to-fill, and other key HR metrics

Culture & Organizational Development

Champion a culture of accountability, professionalism across the workforce
Partner with leadership on organizational design as the company scales into new markets
Develop and execute employee engagement and retention initiatives

Qualifications

Required

Bachelor’s degree in Human Resources, Business Administration, or a related field
Master’s degree in Human Resources, Business Administration, or a related field
HR Certification, SHRM, PHR or equivalent
Experience and working knowledge of healthcare credentialing and state by state requirements
Familiarity with 1099 vs. W-2 classification compliance in healthcare staffing contexts
Minimum 5 years of progressive HR experience, with at least 2 years in a Director level or higher position
Direct experience managing HR in a healthcare
Strong working knowledge of employment law and federal HR compliance requirements
Demonstrated ability to build HR infrastructure and processes in a high-growth or early-stage organization
Experience managing full-cycle recruiting for clinical or licensed professional roles
Excellent interpersonal, written, and verbal communication skills
Experience selecting and implementing an HRIS platform
Working knowledge of HIPAA as it applies to employee health information

This is a remote position.

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