Overview: As the Director of Human Resources for Growth Orthopedics (GO), you will be a key strategic leader responsible for developing and implementing HR initiatives aligned with the organization's goals and values. You will lead a team of HR professionals across GO’s clinic sites, fostering a culture of excellence, inclusivity, and employee engagement. This role requires a seasoned HR professional with a deep understanding of the healthcare industry and a passion for driving organizational success through effective people strategies. Growth Orthopedics is a managed service organization that partners with independent orthopedic offices while ensuring their individual autonomy. GO is dedicated to caring for our patients, the comfort and development of our associate physicians, and the growth for all equity stakeholders. Key Responsibilities: 1. Strategic HR Leadership: - Develop and execute HR strategies aligned with organizational objectives, ensuring HR initiatives support business goals and enhance employee experience. - Provide leadership and guidance to HR team members, fostering a collaborative and high-performance culture within the department. 2. Staff Retention and Management: - Oversee all aspects of talent acquisition at each clinic location, including workforce planning, recruitment, selection, and onboarding, to attract and retain top talent in a competitive healthcare market. - Develop and implement effective retention strategies, talent development programs, and succession planning initiatives to build a robust pipeline of future leaders. - Navigate the complexities of labor relations in a healthcare setting through effective communication and conflict resolution to promote a collaborative and productive work environment. 3. Employee Relations and Engagement: - Create and maintain a positive and inclusive work environment through proactive employee relations strategies, conflict resolution, and fostering a culture of open communication and mutual respect. - Lead initiatives to enhance employee engagement, satisfaction, and overall well-being, including employee recognition programs, feedback mechanisms, and wellness initiatives. - Conflict Resolution: Mediate disputes between employees, teams, or departments to promote a respectful and collaborative workplace culture. - Termination Assistance: Guide managers through termination processes, ensuring legal compliance and provide appropriate support during exit interviews. - Employee Investigations: Investigate complaints related to harassment, discrimination, or policy violations and recommend appropriate actions based on outcomes. 4. Compensation and Benefits Management: - Oversee the design, implementation, and administration of competitive compensation and benefits programs that attract, retain, and motivate employees while ensuring compliance with regulatory requirements. - Conduct regular benchmarking and analysis to ensure the organization's compensation and benefits offerings remain competitive and aligned with industry standards. 5. HR Policy Development and Compliance: - Develop and maintain HR policies, procedures, and practices consistent with legal and regulatory requirements, industry best practices, and organizational values. - Provide guidance and support to management and employees on HR-related matters, ensuring fair and consistent application of policies and procedures. 6. Performance Management and Development: - Implement effective performance management processes, including goal setting, performance evaluation, feedback, and professional development planning, to drive employee growth and development. - Collaborate with department leaders to identify training and development needs and facilitate the design and delivery of relevant learning initiatives. 7. HR Analytics and Reporting: - Utilize HR analytics and data-driven insights to assess the effectiveness of HR programs, identify trends, and make data-informed decisions to continuously improve HR processes and practices. - Familiarity with HRIS Management Platforms (Paycom preferred). - Prepare regular reports and presentations for senior leadership, providing insights into key HR metrics, trends, and areas for improvement. Qualifications: - Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred. - 10+ years of progressive HR experience, with at least 5 years in a senior leadership role within the healthcare industry preferred. - In-depth knowledge of HR best practices, employment law, and regulatory compliance requirements specific to the healthcare sector. - Strong leadership and interpersonal skills, with the ability to build and maintain effective relationships at all levels of the organization. - Demonstrated experience leading HR initiatives, including talent acquisition, employee relations, compensation and benefits, performance management, and organizational development. - Excellent communication skills, with the ability to articulate complex ideas clearly and persuasively, both verbally and in writing. - Strategic thinker with the ability to translate business goals into actionable HR strategies and initiatives. - SHRM-SCP or SPHR certification preferred.