Director/Senior Director of People & Culture

Job Summary

The Director / Senior Director of People and Culture leads and manages the strategic and operational delivery of comprehensive Human Resources support across Greater Baden Medical Services. This pivotal role oversees talent acquisition, employee relations, performance management, career coaching and development, compensation analysis, benefits, and wellness coordination.

Essential Functions

• HR Leadership & Consultation
  Relationship & Trust Building: Builds strong rapport and finds common ground with others, creating experiences and interactions where staff consistently feel heard, valued, and respected.
  Exemplary Support: Provides proactive, responsive, and encouraging customer service to internal and external partners.

• Employee Relations
  Leads organization-wide employee relations, providing expert HR counsel to leadership, managers, and employees on complex employment-related matters.
  Conflict Resolution: Conducts objective investigations, facilitates conflict resolution or mediation, and manages termination meetings when necessary.

• Onboarding Oversight
  Oversees the orientation and onboarding framework of all staff, including participating in and presenting at bi-weekly New Hire Orientation sessions.

• Performance & Compensation
  Facilitates organization-wide performance and compensation management cycles to maintain internal equity and competitive market positioning.
  Interactive Process: Reviews, documents, and facilitates the interactive process for all Americans with Disabilities Act (ADA) workplace requests.

• Ethical Practice
  Maintains absolute confidentiality, earns the trust of others, and exhibits behaviors that model the ethical practice of a community healthcare organization.

Strategic Leadership & Process Improvement

• Proactive Problem Solving
  Takes the initiative to proactively resolve operational issues, address internal concerns, identify potential compliance risks, and improve overall processes.

• Development & Coaching
  Prioritizes team member development, providing frequent coaching and opportunities for supportive, two-way dialogue.

• Analytical Decision-Making
  Swiftly connects information from various operational sources, determines the underlying rationale behind metrics, and guides the HR team through data-driven recommendations.

• Change Management
  Addresses workforce issues directly and drives the strategic changes necessary to achieve overall clinical and business objectives.

• Retention Strategy
  Leads the development of proactive retention programs focused on reducing turnover in clinical and support staff roles.

• Workforce Sustainability
  Partners with recruitment to align hiring strategies with long-term workforce sustainability.

• Career Development
  Designs career pathway frameworks and internal mobility programs to support employee growth and reduce vacancy dependency.

• Workforce Analytics
  Evaluates exit interview data and workforce trends to identify systemic drivers of attrition and implement corrective action plans.

Cultural & Organizational Effectiveness

• Inclusive Environment
  Demonstrates respect for others, values diverse life experiences and heritages, and actively fosters an inclusive atmosphere where all internal voices are heard.

• Operational Integration
  Maintains deep, in-depth knowledge focused on the unique operational segments of the healthcare clinics and departments they support.

• Mission Alignment
  Demonstrates a strict commitment to Greater Baden’s mission, vision, and values, supporting organizational decisions and advocating for patient and customer needs.

Qualifications, Knowledge & Skills

• Education
  Master’s Degree in Human Resources, Business Administration, Healthcare Administration, or a related field required (or an equivalent blend of education and extensive experience).

• Experience
  7–10 years of progressive, relevant Human Resources experience required, with a proven track record of leadership and supervisory experience.

• Specialized Expertise
  Demonstrated experience leading the design, development, and execution of comprehensive human resource programs within a complex, highly regulated, or matrixed work environment (healthcare or FQHC environment preferred).

• Regulatory Literacy
  Expert capability to guide the practical application of HR-related regulations and employment laws (including FLSA, COBRA, ADA, FMLA, etc.).

• Technical Proficiency
  Basic to intermediate proficiency in Microsoft Office Suite (Word, PowerPoint, Excel) and Google Workspace.