Director, HR Employee Support & Risk
Role Summary
The Director, Employee Support & Risk is accountable for the execution, governance, and continuous improvement of employee support operations and people-related risk management for Texas Oncology. This role provides leadership across Employee Relations, HR Compliance, Leaves and ADA, and HR Shared Services, ensuring consistent, compliant, and scalable delivery of employee support in a complex, regulated healthcare environment.
Key Responsibilities
Lead enterprise HR operational delivery across HR Shared Services, Employee Relations, Leaves and ADA, and employee support functions.
Ensure consistent, timely, and high-quality employee and leader support across Texas Oncology.
Establish clear intake, triage, and escalation models to improve efficiency and experience.
Provide strategic and operational leadership for Employee Relations, including complex investigations, performance management, and corrective action.
Ensure compliance with federal, state, and local employment laws and McKesson/USON policies.
Partner closely with Legal, Network Employee Relations, and Compliance teams to assess, mitigate, and manage people-related risk, ensuring coordinated enterprise and TXO responses.
Oversee Leaves of Absence and ADA programs, ensuring compliance, consistency, and effective case management.
Drive process optimization and system enablement to improve accuracy, timeliness, and employee experience.
Serve as the escalation point for complex or high-risk leave and accommodation cases.
Own execution of HR risk management, operational controls, and audit readiness across employee support and compliance functions.
Monitor trends, metrics, and case data to identify emerging risk and recommend mitigation actions.
Establish and enforce operational procedures, controls, and governance standards in alignment with enterprise policy and regulatory requirements.
Partner with the Director, HR Strategy & Enablement on policy implications and enablement needs; align systemic risk trends and issues with the Senior Director.
Coordinate with Network HR partners (Legal, Benefits, HRIS, ER) to ensure enterprise risk frameworks, audit requirements, and policy updates are operationalized effectively within TXO.
Lead and develop senior operational HR leaders, including HR Shared Services, ER, Compliance, and Leaves leadership.
Build capability through role clarity, training, and consistent operating rhythms.
Foster a culture of accountability, consistency, and continuous improvement.
Serve as the point of accountability for ensuring alignment between TXO HR/ER operations and Network HR/ER partners, reducing fragmentation and enabling consistent, enterprise-aligned execution.
Translate enterprise policies, programs, and system changes into clear, actionable processes for TXO HR operations teams.
Ensure consistent interpretation and application of policies, compliance requirements, and employee support practices across TXO and Network environments.
Partner with Network teams to escalate risks, resolve complex issues, and drive coordinated responses for high-impact employee matters.
Provide feedback loops to Network HR on operational challenges, employee trends, and process gaps to inform enterprise improvements.
Align system capabilities (e.g., HRIS, case management, leave administration) with operational needs to drive efficiency, consistency, and compliance.
Qualifications
Bachelor’s degree required in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent experience.
SPHR or SHRM-SCP strongly preferred.
10+ years of progressive HR experience, including 4+ years of people leadership experience.
Demonstrated senior HR leadership experience across one or more of the following areas: Employee Relations, HR Compliance, Leaves/ADA, or HR operations within a regulated environment.
Proven experience leading HR operations or shared services delivery models, including case management, intake/triage frameworks, and centralized employee support.
Proven experience managing complex employee relations matters, investigations, and people-related risk in multi-state or highly regulated environments.
Proven ability to partner effectively within a matrixed organization, working closely with enterprise HR functions such as Legal, Employee Relations, HRIS, and Benefits.
Proven track record of leading cross-functional initiatives that require alignment between enterprise strategy and local execution.
Proven ability to drive process standardization and operational improvement, including enabling HR processes through systems (e.g., HRIS, case management, or leave administration platforms).
Strong executive presence with the ability to influence senior leaders and navigate complex stakeholder environments.
Proven ability to lead and develop multi-layered HR teams, including leaders of leaders, and drive performance through clear operating rhythms and accountability.
Experience supporting physician-led and/or healthcare organizations strongly preferred.