Director of Human Resources

Department: Human Resources
Reports To: Vice President of Human Resources & Employee Health

Start Date: 1/4/2027

The Director of Human Resources is a key member of the facility leadership team responsible for leading and coordinating Human Resources operations for St. John’s senior living communities and skilled nursing facility. The Director provides hands‑on leadership across employee relations, payroll, benefits administration, talent acquisition, employee health, new employee orientation, performance management, and other employment‑related matters.

This position has a significant focus on employee relations and workforce management
. The Director serves as a trusted advisor to facility leadership and department managers, providing guidance on employee performance, corrective action, workplace concerns, investigations, attendance, policy interpretation, conflict resolution, accommodations, leaves of absence, and other complex employee matters.

The Director is expected to maintain a strong, visible presence throughout the facility and develop effective working relationships with leaders and employees at all levels of the organization. The successful candidate will combine sound HR judgment with a practical, responsive, and consistent approach to employee relations in a fast‑paced healthcare environment.

• Serve as the primary Human Resources resource for employee relations matters within the organization.
• Provide timely and practical guidance to managers regarding employee performance, attendance, conduct, corrective action documentation, workplace conflicts, and policy interpretation.
• Conduct and oversee workplace investigations involving employee complaints, allegations of misconduct, harassment, discrimination, retaliation, inappropriate workplace behavior, and other employee concerns.
• Partner with leaders to ensure corrective actions and performance management decisions are appropriate, consistent, well‑documented, and aligned with organizational policies and applicable employment laws.
• Coach managers on addressing performance and conduct concerns promptly rather than allowing issues to remain unresolved.
• Review corrective action and termination recommendations and guide appropriate next steps.
• Facilitate difficult employee and management conversations when Human Resources involvement is appropriate.
• Identify employee relations trends and recommend strategies to address recurring employee, leadership, attendance, retention, or workplace culture concerns.
• Promote consistent application of organizational policies and employment practices among departments and shifts.
• Maintain appropriate documentation regarding investigations, employee relations matters, performance concerns, and employment decisions.
• Provide guidance regarding reasonable accommodation requests, leaves of absence, return‑to‑work matters, and work restrictions in partnership with Employee Health and senior HR leadership.
• Work collaboratively with senior leadership on sensitive or high‑risk employee relations matters.
• Support leaders through organizational changes, leadership transitions, restructuring, and other workforce initiatives.

• Provide oversight of the organization’s Talent Acquisition team.
• Partner with department leaders to identify staffing priorities and support development of recruitment strategies for difficult‑to‑fill positions.
• Monitor vacancies, time‑to‑fill, turnover, hiring activity, and other workforce indicators.
• Ensure hiring practices are timely, consistent, and aligned with approved positions and compensation structures.
• Promote effective recruiting practices for clinical, nursing,…