Senior Director of Human Resources

Industry: Multi-site Healthcare

Location: Nashville, TN or Houston, TX preferred
- Hybrid (3 days onsite)

Travel: Periodic travel to operating locations.

We’re hiring a Senior Director, Human Resources to lead the people function across our multi-site clinics and our headquarters. This is a hands‑on leadership role for someone who is equally comfortable designing a compensation philosophy and walking a clinic floor to take the pulse of a care team.

You’ll inherit a small team and support a company that is growing quickly. You’ll build the systems, processes, and standards that let us scale without losing the culture that got us here. This role is for a builder who leads with partnership, not policing. You’ll be the person our field/care teams and HQ leaders trust to bring problems to light early.

• Performance management.Design and launch a performance review process that works for both clinical and corporate teams.
• Compensation philosophy.Build a defensible comp framework and banding structure across clinical roles and corporate functions, with market benchmarking to support it.
• Employee relations and compliance.Own ER end‑to‑end and keep us clean across a multi‑state footprint: employment law, wage and hour, licensure and credentialing coordination, HIPAA, and OSHA.
• HR infrastructure.Tighten and scale our systems and processes across our HRIS and ATS: onboarding, documentation, workflows, reporting, and the policies that hold it all together.
• Culture at scale.Keep a close pulse on teams in the field and at HQ as we open new sites, and protect what makes this a place people want to stay.
• Learning and development.Stand up an L&D function: manager capability, clinical team development, and career pathing.

• Serve as the senior escalation point for employee relations matters across all locations; conduct and document investigations with sound judgment and discretion.
• Maintain multi‑state employment law compliance across our operating footprint, including state‑specific leave, pay transparency, wage and hour, and sick time requirements.
• Partner with clinical leadership on credentialing, licensure tracking, HIPAA, and OSHA obligations.
• Coach managers through performance issues, corrective action, and difficult conversations.
• Own HR policy, the employee handbook, and the annual policy refresh cycle.

• Design, launch, and iterate the company‑wide performance review cycle.
• Develop and steward the compensation philosophy, salary bands, and market benchmarking approach.
• Partner with Finance on merit cycles, incentive design, and headcount planning.
• Oversee benefits administration and the annual open enrollment process.

• Lead and develop the Recruiter / HR Generalist, setting priorities across both halves of the role.
• Build succession planning and internal mobility pathways for clinical and corporate teams.
• Own the full employee lifecycle: onboarding, development, retention, offboarding.

• Spend real time in the field. Build relationships with clinic teams so you understand the work, not just the org chart.
• Design and run engagement surveys, skip‑levels, and stay interviews, and translate findings into action leadership will actually fund.
• Champion our values and hold the bar as we grow.
• Advise the leadership team on organizational design, team health, and change management.

• Own the HRIS as the system of record; drive data integrity, reporting, and process automation.
• Optimize ATS workflows and hiring manager experience.
• Build the people metrics that matter and report them to leadership on a regular cadence: turnover,…