Director of Human Resources

The Memorial Hospital
750 Hospital Loop
Craig, CO 81625, USA

Supervisory-Specific Performance Expectations, Duties, and Responsibilities:

• Demonstrates unwavering commitment to high performance in alignment with the CHOICE values of MRH, representing the organization in a positive and professional manner.
• Oversees departmental operations through effective communication and in accordance with the employee handbook, policies, procedures, and applicable laws. Responsibilities include interviewing, hiring, onboarding, training, planning, assigning, and directing work; establishing deadlines; scheduling; timekeeping; providing continuous performance feedback; documenting performance assessments; rewarding and disciplining employees; addressing complaints; conducting departmental investigations in collaboration with HR and Risk Management; and resolving problems effectively.
• Plans, coordinates, assigns, and monitors departmental performance while coaching, counseling, mentoring, training, and advising staff to achieve both departmental objectives and employee career development goals.
• Interprets, develops, communicates, updates, and monitors departmental policies, procedures, and standards in compliance with applicable laws and organizational objectives.
• Assists with budget preparation and manages departmental contracts, including tracking expenditures; preparing and submitting operating, personnel, and capital budget requests; providing financial data and historical analysis to support requests; negotiating contracts; monitoring contractor/vendor performance; ensuring contract compliance; and participating in related meetings. Coordinates with the Clinical Operations Director and Human Resources on personnel budget matters.
• Develops and implements short- and long-term goals, objectives, and strategies for the department, projects, and programs to ensure efficient operations and timely completion of work.
• Ensures adherence to quality standards and compliance with all applicable laws and regulations.
• Maintains and enhances professional knowledge and skills through seminars, training programs, and ongoing review of industry publications and resources.
• Serves as a liaison and/or active member of committees, boards, and teams, collaborating, persuading, presenting reports, and negotiating with individuals and groups outside the department to coordinate efforts and maintain cooperative, productive relationships.
• Attends and actively participates in monthly management meetings
• Serves as a resource and collaborative partner to the leadership team; contributes HR perspective to operational planning and workforce decision-making.
• Prepares and presents HR metrics, workforce trends, and departmental updates to the COO and leadership team as requested.
• Provides informed counsel on workforce risk, labor market conditions, and organizational design to support operational planning.
• Represents MRH HR in external professional forums, associations, and community workforce initiatives as appropriate.
• Exhibits initiative, self-motivation, and effective time management; meets deadlines and maintains consistent productivity.
• Leads HR strategic planning; establishes departmental goals, metrics, and systems aligned with MRH's organizational objectives.
• Conducts ongoing review of HR policies, programs, and practices; identifies improvement opportunities and resolves systemic issues.
• Coordinates with HR consultants, employment attorneys, insurance brokers, benefit carriers, and pension administrators.
• Prepares management reports to track strategic goal accomplishment and supports data-driven decision-making.

• Manages and optimizes the HRIS platform to automate administrative tasks, empower employees, and support organizational needs.
• Maintains excellent skills in Microsoft Office 365 (Word, Excel, Outlook, Teams, SharePoint, and Forms); leverages these tools to enhance HR communications, reporting, and workflow efficiency.
• Utilizes HR data and analytics to identify workforce trends, forecast staffing needs, and support evidence-based decision-making.
• Oversees HR content on the company intranet/website, including recruiting, culture, and workforce information

• Establishes and leads standardized recruiting, hiring, and onboarding practices to attract and retain a superior workforce.
• Develops and maintains a strategic workforce plan that anticipates staffing needs, addresses critical vacancies, and reduces…