Position: HR Director

Reports To: Chief Operations Officer
Location: Central Business Office

The Director of Human Resources provides strategic and operational leadership for all HR functions across SCPA’s multi-site pediatric clinics. This role is responsible for building a high-performing, compliant, and engaged workforce by leading recruitment, onboarding, employee relations, compensation, professional development, and culture initiatives. The Director serves as a highly responsive partner to employees, managers, clinic administrators, and the CBO leadership team.

This position requires deep expertise in South Carolina employment law
, healthcare HR practices, and hands-on execution, while driving continuous improvement and consistency across all locations.

• Serve as a trusted advisor to executive leadership, clinic administrators, and managers on all HR matters.
• Take on special assignments and HR projects as assigned to support organizational priorities.
• Demonstrate a strong team-player mindset and maintain consistent responsiveness to employees and CBO leadership.
• Perform other duties as assigned.

• Proactively recruit for all open clinical and non-clinical positions using innovative sourcing strategies (not passive posting).
• Implement and manage recruitment processes that prevent bottlenecks or delays and ensure a positive candidate experience.
• Manage the full candidate flow, ensuring timely communication and status updates for all applicants.
• Conduct background checks, extend employment offers as determined by hiring managers, and support interview processes when needed.
• Implement and manage employee referral programs to strengthen talent pipelines.

• Fully revamp and oversee the employee onboarding process, including:
  • System and login access
  • Timeclock setup
  • Keys/fobs and facility access
  • Technology and system permissions
• Conduct exit interviews and analyze trends to support retention strategies.
• Maintain a tickler system to ensure:
  • Performance reviews are completed on time
  • Nursing and professional licenses remain current and compliant

• Serve as an expert in South Carolina HR laws, employment regulations, and workplace policies.
• Ensure full compliance with all federal, state, and local employment laws.
• Master and maintain the employee handbook, educating employees and managers on policies and expectations.
• Provide guidance and support for employee relations matters, disciplinary actions, investigations, and performance management.
• Ensure consistency, fairness, and documentation across all clinics.

• Conduct regular salary surveys and benchmarking against national and regional healthcare data.
• Develop and implement a standardized performance evaluation and merit increase framework for all employees.
• Manage performance review timelines and ensure organizational accountability.
• Implement employee recognition initiatives, including:
  • Rising Star performance recognition programs
  • Merit-based incentives and engagement initiatives

• Help employees understand and maximize their employment benefits, serving as a knowledgeable and accessible resource.
• Partner with leadership and vendors to evaluate and improve benefit offerings.
• Ensure accurate and compliant HR data management within ADP (required experience).

• Design and implement professional development and training programs for employees, managers, and leaders.
• Create training modules with post-training surveys to measure effectiveness and engagement.
• Coach managers and leaders on performance management, communication, and leadership development.
• Support succession planning and internal talent growth.

• Conduct employee satisfaction surveys and analyze results to drive improvement initiatives.
• Publish HR communications and updates throughout the organization.
• Share key HR performance metrics and benchmarking data compared to national healthcare standards.
• Promote a positive, inclusive, and patient-centered workplace culture.

• Ensure accurate and efficient use of HR systems, including ADP.
• Maintain organized HR records, reporting, and compliance documentation.
• Continuously evaluate and improve HR processes for efficiency and scalability across multiple sites.

• Review employee data: headcount, roles, compensation, benefits, tenure
• Identify legal risks
• Review employment agreements, offer letters, and policies
• Flag cultural red flags or retention risks
• Talent Retention and Workforce Planning:
  • Identify key employees and critical roles to retain
  • Develop retention, incentive, or stay-bonus strategies
  • Decide which roles are redundant vs. essential
  • Create org charts for the combined organization
  • Support leadership…