Human Resources Director

About the role

The Director of Human Resources is responsible for providing strategic and operational leadership for all human resources functions across NovumHealth. This role partners closely with executive leadership to develop and execute people strategies that support the organization's mission, values, and growth objectives. The Director of Human Resources oversees talent acquisition, employee relations, performance management, compensation and benefits, workforce planning, compliance, leadership development, and employee engagement initiatives. The Director of Human Resources directly supervises Human Resources team members and is responsible for the overall leadership, development, and performance of the HR function.

Responsibilities

• Strategic Human Resources Leadership
  • Develop, implement, and continuously evaluate HR strategies, policies, programs, and initiatives that support NovumHealth's mission, values, and business objectives.
  • Partner with executive leadership to align workforce planning and talent strategies with organizational growth and operational priorities.
  • Serve as a trusted advisor to leaders on organizational design, workforce effectiveness, change management, and employee-related matters.
  • Lead the development and execution of HR goals, metrics, and key performance indicators to support organizational success.
  • Foster a culture of accountability, engagement, collaboration, and continuous improvement.
• Talent Acquisition and Workforce Planning
  • Direct all recruitment, selection, and onboarding activities to attract, hire, and retain high-performing employees.
  • Develop and implement innovative sourcing strategies to build strong talent pipelines for clinical, operational, and administrative positions.
  • Collaborate with leaders to assess workforce needs and create staffing plans that support current and future organizational requirements.
  • Oversee onboarding and orientation programs that facilitate employee integration, engagement, and retention.
  • Monitor recruitment metrics and implement improvements to enhance hiring effectiveness and efficiency.
• Employee Relations and Employee Experience
  • Lead employee relations efforts by providing guidance and resolution for workplace concerns, grievances, investigations, and disciplinary actions.
  • Promote a positive, inclusive, and respectful work environment that supports employee engagement and organizational values.
  • Partner with managers to address employee performance, conduct, attendance, and workplace issues in a timely and consistent manner.
  • Ensure fair and equitable application of policies and procedures across the organization.
  • Develop initiatives that strengthen employee satisfaction, retention, recognition, and overall workplace culture.
• Performance Management and Leadership Development
  • Design and oversee performance management programs that drive accountability, professional growth, and organizational results.
  • Provide coaching and guidance to leaders on performance evaluations, goal setting, employee development, and corrective action processes.
  • Facilitate leadership development and succession planning programs to build organizational capability and leadership readiness.
  • Support managers in identifying and developing high-potential talent throughout the organization.
  • Promote a culture of continuous feedback, learning, and professional development.
• Compensation, Benefits, And Total Rewards
  • Oversee the administration and evaluation of compensation, benefits, and reward programs to ensure market competitiveness and internal equity.
  • Lead salary planning, compensation reviews, and incentive programs aligned with organizational goals.
  • Monitor compensation trends and recommend strategies to attract and retain top talent.
  • Ensure compliance with compensation and benefits regulations and reporting requirements.
  • Evaluate and recommend enhancements to total rewards programs to support employee engagement and retention.
• Learning and Organizational Development
  • Develop and implement training and development programs that enhance employee performance, leadership capabilities, and organizational effectiveness.
  • Identify organizational learning needs and create programs that support workforce development and career advancement.
  • Ensure compliance with mandatory training requirements and professional development standards.
  • Support organizational change initiatives through communication, training, and employee readiness strategies.
• Compliance, Risk Management, and Policy Administration
  • Ensure compliance with all applicable federal, state, and local employment laws, regulations, and healthcare industry requirements.
  • Maintain and update HR policies, procedures, and employee handbook content to reflect legal and organizational changes.
  • Oversee workplace investigations and recommend appropriate corrective actions when necessary.
  • Partner with legal counsel and leadership to mitigate employment-related risk and ensure regulatory compliance.
  • Maintain confidentiality and integrity in managing employee information and sensitive organizational matters.
• HR Operations, Analytics, and Reporting
  • Direct the effective administration of HR systems, processes, records, and data management practices.
  • Analyze workforce data, HR metrics, and organizational trends to provide actionable insights and support strategic decision-making.
  • Develop and present reports, dashboards, and recommendations to executive leadership regarding workforce performance and organizational health.
  • Monitor key metrics related to recruitment, retention, turnover, engagement, compensation, and workforce productivity.
  • Identify opportunities to improve HR efficiencies through process improvements, technology, and best practices.
• Executive Partnership and Organizational Culture
  • Collaborate closely with executive and operational leaders to support strategic initiatives and organizational objectives.
  • Provide expert HR guidance and recommendations on workforce planning, organizational development, employee engagement, and culture initiatives.
  • Champion diversity, equity, inclusion, and belonging efforts across the organization.
  • Serve as a key contributor to organizational planning, growth initiatives, and change management efforts.
  • Represent Human Resources as a strategic business partner and advocate for employees while supporting organizational success.

Requirements

• Minimum of 7-10 years of progressive Human Resources experience, including leadership responsibilities across multiple HR disciplines.
• Minimum of 3-5 years of experience in an HR management or leadership role.
• Healthcare industry experience strongly preferred, including familiarity with clinical and non-clinical workforce environments.
• Demonstrated experience leading talent acquisition, employee relations, compensation and benefits, performance management, compliance, and organizational development initiatives.
• Experience partnering with executive leaders to develop and execute workforce and organizational strategies.
• Proven track record of building positive workplace cultures and driving employee engagement and retention initiatives.
• Experience managing HR systems, workforce analytics, and data-driven decision-making.

Benefits

• Competitive salary
• Generous vacation policy, paid holidays, and paid sick time
• Medical Insurance, Dental Insurance, and Vision Insurance (Employer-paid)
• Optional supplemental insurance coverage
• Company-paid access to Employee Assistance Programs (EAP)
• 401k Retirement Savings Plan
• Free financial coaching and access to credit lines and personal loans through FinFit
• Preferred auto, home, and renter’s insurance through Allstate
• Employee discounts through Corestream

Please note: This list is not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Offerings may vary based on subsidiary entity or geographic location.

Pay

Starting salary range: $120,000 per year. The starting salary range for this role is a reasonable estimate, with a goal to pay a competitive market salary focusing near the median of our pay ranges. Final offers will be based on several factors such as experience level, education and certification, skills, and internal pay equity.

Schedule

This role is onsite in Las Vegas, Nevada and is not eligible for remote or hybrid work.

At this time, we are unable to sponsor work visas for this position. Candidates must be authorized to work in the job posting location on a full-time basis without the need for current or future visa sponsorship.