Director HRBP

Job Summary

The Director HRBP is a senior-level HR leader responsible for driving organizational effectiveness, shaping HR strategy, and ensuring enterprise-wide compliance. This role partners with executive and senior leadership to architect organizational structures, lead change management initiatives, and develop people strategies that align with business objectives. The leader leverages deep expertise in HR compliance, workforce planning, and organizational design to influence decision-making and foster a high-performing, agile, and compliant culture.

The HR partner is also the primary point of contact for complex employee relations matters, grievances, and workplace concerns across all employee groups-including clinical staff, call center employees, and corporate teams-ensuring fair, consistent, and timely resolution

Job Description

Strategic Partnership & Organizational Design

* Serve as a trusted advisor to executive and senior leaders on organizational design, workforce planning, and talent strategy.

* Lead organizational assessments, design optimal structures, and facilitate change management for business transformation initiatives.

* Develop and implement HR strategies that support business growth, scalability, and operational excellence.

* Champion initiatives to enhance employee engagement, leadership capability, and succession planning.

Employee Relations, Grievance Management & Documentation

* Serve as the senior HR resource for employee relations issues, grievances, and workplace concerns across all employee groups (nurses, doctors, call center, corporate).

* Lead investigations into complex employee complaints, ensuring thorough, impartial, and timely resolution.

* Maintain comprehensive, accurate, and confidential documentation of all employee relations cases, investigations, and outcomes.

* Advise managers and leaders on handling sensitive employee relations matters, including conflict resolution, corrective action, and performance management.

* Develop and implement processes for managing employee grievances, ensuring compliance with legal and regulatory requirements.

* Foster a culture of trust, respect, and open communication throughout the organization.

HR Compliance & Risk Management

* Oversee enterprise-wide HR compliance, including ADA, FMLA, other leave laws, and I-9 employment eligibility verification.

* Ensure timely and accurate completion of I-9 and E-Verify processes.

* Proactively identify compliance risks and develop mitigation strategies in partnership with legal and business leaders.

* Lead audits, investigations, and regulatory reporting, ensuring timely and accurate responses.

* Advise on complex employee relations matters, policy interpretation, and regulatory changes.

HR Compliance & Risk Management

* Oversee enterprise-wide HR compliance, ensuring adherence to federal, state, and local employment laws and regulations.

* Proactively identify compliance risks and develop mitigation strategies in partnership with legal and business leaders.

* Lead audits, investigations, and regulatory reporting, ensuring timely and accurate responses.

* Advise on complex employee relations matters, policy interpretation, and regulatory changes.

HR Analytics & Insights

* Utilize data-driven insights to inform organizational design, talent management, and workforce planning decisions.

* Analyze trends in employee relations, corrective actions, and compliance to recommend strategic interventions.

* Present actionable HR metrics and recommendations to senior leadership.

Leadership Development & Organizational Effectiveness

* Design and deliver leadership development and coaching for organizational talent.

* Facilitate organizational development initiatives, including culture transformation, team effectiveness, and change leadership.

* Lead special projects focused on organizational growth, M A integration, or strategic HR transformation.

Continuous Improvement & Best Practices

* Stay abreast of emerging HR trends, employment law developments, and best practices in organizational design.

* Drive continuous improvement in HR processes, policies, and systems to enhance efficiency and compliance.

* Mentor and develop HR team members, fostering a culture of learning and innovation

Job Requirements

Required Qualifications

* Education:

Master's degree in Human Resources, Organizational Development, Business Administration, or related field preferred.

* Experience:

9+ years of progressive HR experience, with significant exposure to organizational design, HR strategy, employee relations, and compliance (including ADA, leave laws, and I-9) in complex, regulated environments.

* Skills:

Advanced knowledge of HR compliance, organizational design, employee relations, grievance management, ADA and leave law administration, I-9 management, change management, and strategic HR planning; exceptional analytical, consulting, and communication skills; proven ability to influence and lead at the executive level; demonstrated excellence in organization…