Director of Human Resources and Workforce Development

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Serve as the Iowa PCA's senior human resources leader and strategic advisor, aligning workforce initiatives with organizational goals, priorities and long-term sustainability.
• Lead the development and implementation of workforce, talent and organizational development strategies that support employee engagement, retention, succession planning and effectiveness.
• Provide leadership, direction and oversight of human resources functions, including employee relations, talent acquisition, onboarding, performance management, compensation, benefits and workforce development.
• Advise organizational leaders on workforce planning, organizational design, employee relations matters, performance management, workplace investigations, conflict resolution and change management initiatives.
• Design, document, and implement scalable HR processes that create consistency, efficiency, and accountability throughout the employee lifecycle.
• Ensure compliance with applicable federal, state, and local employment laws, regulations and organizational policies.
• Lead, develop, and evaluate a team of staff, consultants, contractors, and other assigned personnel to ensure effective delivery and alignment with organizational priorities.
• Oversee compensation, benefits, leave administration, workforce reporting, and related human resources programs to support compliance, employee attraction and retention, organizational sustainability, and data-informed decision making.
• Provide strategic oversight of employee training, leadership development, workforce education, and professional development programs that strengthen employee capability, organizational effectiveness, and long-term workforce capacity.
• Direct workforce development initiatives, partnerships, and programs that strengthen workforce pipelines, career pathways, stakeholder engagement, and healthcare workforce capacity while advancing organizational and industry workforce priorities.
• Perform other duties and responsibilities as assigned.

QUALIFICATIONS

• Education and/or Experience: Bachelor's Degree in Human Resources, Business Administration, Organizational Leadership, or related field. Minimum five years of progressive human resources experience. Minimum three years of leadership or supervisory experience.
• Demonstrated success: Advising senior leaders on employee relations, workforce planning, organizational development, and change management.
• Knowledge: Strong knowledge of employment law, HR compliance, and HR best practices. SHRMP, SHRM-SCP, PHR, or SPHR certification preferred. Experience in healthcare, behavioral health, public health, nonprofit, association, or mission-driven organizations preferred.

REQUIRED SKILLS

• Experience: With HRIS administration, workforce analytics, and process improvement initiatives. Exceptional communication, coaching, facilitation, and relationship-building skills. Ability to build trust and influence at all levels of the organization.