Corporate Director of Human Resources & Compliance
Department: Human Resources & Compliance
Reports To: Executive Leadership
Employment Type: Full-Time
Scope: Multi-State Healthcare Operations & Healthcare Workforce/EOR Operations
Position Summary
We are seeking an experienced and highly hands-on Corporate Director of Human Resources & Compliance to build, implement, and lead the Human Resources and Compliance functions across a growing, multi-state healthcare organization.
The organization operates across two primary areas:
- A portfolio of skilled nursing and long-term care facilities operating in multiple states; and
- A healthcare workforce and technology platform that operates as an Employer of Record (EOR) for healthcare professionals working across multiple states.
This is a build-from-the-ground-up leadership position. The successful candidate will be responsible for assessing the organization's current HR and compliance infrastructure, identifying gaps and areas of risk, developing policies and procedures, implementing systems and controls, and establishing a scalable corporate HR and compliance program.
This position requires a leader who can operate strategically while remaining highly hands-on. The individual must be comfortable developing a policy one day, managing an employee investigation the next, reviewing multi-state employment requirements, supporting a nursing facility through a regulatory matter, and advising executive leadership on organizational risk.
Experience within multi-state healthcare, skilled nursing/long-term care, healthcare staffing, Employer of Record operations, or another highly regulated workforce environment is strongly preferred.
Key Responsibilities
1. Corporate HR Leadership & Infrastructure
- Build and lead the organization's corporate Human Resources function from the ground up.
- Conduct a comprehensive assessment of existing HR practices, policies, systems, documentation, and areas of risk.
- Develop and maintain employee handbooks, HR policies, procedures, and Standard Operating Procedures.
- Establish standardized processes for recruiting, hiring, onboarding, employee management, disciplinary action, performance management, termination, and offboarding.
- Establish corporate standards while accounting for state-specific employment requirements.
- Develop clear HR approval authorities, escalation procedures, and documentation standards.
- Advise executive leadership regarding organizational structure, employee relations, employment risk, compensation practices, and workforce strategy.
- Build an HR organizational structure capable of supporting continued growth, acquisitions, new facilities, and expansion into additional states.
2. Multi-State Employment & EOR Compliance
Provide HR and employment compliance oversight for a healthcare workforce platform serving as the Employer of Record for employees working in multiple states.
Responsibilities include:
- Establish and maintain compliant employment practices in every state in which employees are hired or placed.
- Monitor federal, state, and applicable local employment requirements.
- Oversee compliance related to minimum wage, overtime, meal and rest periods, paid sick leave, final pay, payroll practices, wage statements, and other wage-and-hour requirements.
- Oversee employee classification, exempt/non-exempt status, and worker classification matters.
- Establish processes for state-specific onboarding documents, notices, required postings, and employment policies.
- Coordinate compliance relating to payroll taxes, unemployment insurance, workers' compensation, and required state registrations with appropriate internal and external professionals.
- Oversee leave administration requirements including FMLA and applicable state and local leave laws.
- Establish procedures for workplace injuries, workers' compensation claims, return-to-work matters, and accommodations.
- Review employment practices associated with healthcare professionals being assigned to or working at client facilities.
- Monitor and help manage potential co-employment and joint-employer risks.
- Establish procedures governing employee discipline, termination, complaints, investigations, and employment-related disputes involving placed healthcare professionals.
- Coordinate with employment counsel and other specialists regarding complex or state-specific employment matters.
- Develop a scalable compliance framework allowing the organization to enter additional states while maintaining appropriate employment compliance.
3. Skilled Nursing & Long-Term Care HR Oversight
Provide corporate HR oversight across a multi-state portfolio of skilled nursing and long-term care facilities.
- Establish consistent corporate HR standards across facilities.
- Support facility Administrators, Directors of Nursing, HR personnel, regional leadership, and department heads.
- Conduct periodic HR audits of facilities.
- Review personnel files, hiring documentation, background screening, employee health documentation, training records, and other workforce requirements.
- Establish standardized onboarding and termination procedures across facilities.
- Monitor compliance with applicable federal and state employment requirements.
- Support facilities with employee complaints, investigations, disciplinary matters, suspensions, and terminations.
- Establish processes for documenting employee performance and corrective action.
- Identify recurring HR risks across facilities and develop corporate corrective action strategies.
- Participate in HR due diligence and transition planning associated with acquisitions and changes of ownership.
- Establish an HR integration process for newly acquired facilities.
4. Skilled Nursing Regulatory Compliance
Working in coordination with executive leadership, facility Administrators, Directors of Nursing, clinical leadership, legal counsel, and outside compliance specialists:
- Help develop and oversee the organization's corporate compliance framework for skilled nursing facilities.
- Support compliance with applicable CMS Requirements for Participation and state regulatory requirements.
- Support facility preparation for federal and state surveys.
- Monitor survey findings, deficiencies, complaints, investigations, and regulatory trends across the organization.
- Assist facility leadership in tracking and implementing Plans of Correction.
- Monitor CMS-2567 findings and identify recurring or systemic compliance concerns.
- Support implementation and oversight of facility Compliance and Ethics Programs.
- Assist with internal compliance audits and corrective action plans.
- Monitor required workforce-related training and documentation.
- Establish processes for reporting and escalating significant compliance concerns to executive leadership.
- Help ensure newly acquired facilities are integrated into corporate compliance standards and monitoring systems.
This position will not replace the clinical responsibilities of facility Administrators, Directors of Nursing, clinical leadership, or other licensed professionals, but will provide corporate oversight, coordination, monitoring, and support.
5. Healthcare Workforce Credentialing & Compliance
- Develop and oversee corporate processes for healthcare workforce credentialing and compliance.
- Establish requirements and tracking for professional licenses and certifications.
- Oversee processes for background checks and applicable exclusion screenings.
- Establish processes for drug screenings, health screenings, vaccinations, TB testing, physicals, and other employment or facility-specific requirements as applicable.
- Monitor CPR/BLS and other required certifications.
- Establish automated expiration tracking and renewal notification processes.
- Ensure healthcare professionals satisfy applicable employment, regulatory, contractual, and facility-specific requirements prior to placement.
- Establish audit procedures for credentialing files and compliance records.
- Work closely with credentialing, operations, clinical, and technology teams to automate and strengthen compliance processes.
6. Employee Relations & Investigations
- Serve as the corporate escalation point for significant employee-relations matters.
- Manage or oversee investigations involving employee complaints and workplace misconduct.
- Develop procedures for allegations involving harassment, discrimination, retaliation, workplace violence, and other policy violations.
- Support investigations involving abuse, neglect, exploitation, or other serious allegations within healthcare operations in coordination with appropriate clinical and regulatory leadership.
- Ensure investigations are appropriately documented, escalated, and handled confidentially.
- Guide management through disciplinary actions, performance improvement plans, suspensions, and terminations.
- Coordinate with outside counsel when appropriate.
7. Compliance & Ethics Program
- Develop and maintain a formal corporate compliance and ethics framework.
- Establish written standards of conduct and compliance policies.
- Develop confidential and, where appropriate, anonymous mechanisms for employees to report concerns.
- Establish non-retaliation policies and investigation procedures.
- Develop processes for documenting, investigating, escalating, and resolving reported compliance concerns.
- Conduct periodic compliance risk assessments.
- Develop annual compliance work plans and audit priorities.
- Report significant compliance risks and trends to executive leadership.
- Coordinate with legal counsel and outside compliance specialists as appropriate.
8. Recruiting, Hiring & Onboarding
- Establish standardized recruiting and hiring procedures.
- Develop compliant interview, selection, offer, background screening, and onboarding processes.
- Establish appropriate job descriptions and classification procedures.
- Ensure all required employment documentation is completed and maintained.
- Develop scalable onboarding procedures for corporate employees, facility employees, and EOR healthcare professionals.
- Support management in identifying staffing and organizational needs.
- Oversee or support recruiting personnel as the organization grows.
9. HRIS, Payroll & Compliance Systems
- Evaluate and help implement appropriate HRIS, payroll, applicant tracking, credentialing, and compliance-management systems.
- Establish centralized and organized electronic personnel records.
- Develop automated tracking for licenses, certifications, training, background checks, employee health documentation, and other expiration-sensitive requirements.
- Establish appropriate access controls and confidentiality standards.
- Work with payroll and finance teams to ensure employee data and payroll processes are accurate and compliant.
- Develop HR and compliance dashboards for executive leadership.
- Use technology and automation wherever practical to reduce manual compliance risk.
10. Training & Management Development
- Develop required HR and compliance training programs.
- Establish management training regarding hiring, documentation, disciplinary actions, employee complaints, investigations, and terminations.
- Develop training relating to harassment prevention, workplace conduct, compliance and ethics, HIPAA awareness, and other applicable requirements.
- Establish processes for assigning, tracking, and documenting mandatory training.
- Educate managers regarding their responsibilities under corporate policies and applicable employment laws.
11. Risk Management
- Proactively identify employment, workforce, and organizational compliance risks.
- Coordinate with executive leadership, legal counsel, insurance brokers, payroll providers, workers' compensation carriers, and outside consultants.
- Assist with employment claims, workers' compensation matters, unemployment claims, agency inquiries, and regulatory investigations.
- Develop corrective action plans following audits, investigations, or identified compliance deficiencies.
- Maintain appropriate documentation regarding significant HR and compliance matters.
- Escalate material risks to executive leadership promptly.
First 90 Days
The Corporate Director of Human Resources & Compliance will be expected to:
- Conduct a comprehensive HR and compliance assessment across the organization.
- Review existing HR policies, handbooks, procedures, systems, and employee documentation.
- Evaluate multi-state EOR employment compliance and identify priority areas of risk.
- Review HR and workforce compliance practices across skilled nursing facilities.
- Assess credentialing and healthcare workforce compliance processes.
- Identify immediate high-risk compliance deficiencies requiring corrective action.
- Develop a prioritized HR and Compliance Action Plan.
- Establish an executive reporting and escalation structure.
- Begin standardizing policies and procedures across the organization.
First-Year Objectives
Within the first year, the successful candidate should establish:
- A scalable corporate HR department.
- A formal corporate compliance program.
- Standardized multi-state employment policies and procedures.
- A structured EOR compliance program.
- Standardized SNF HR policies and audit procedures.
- Corporate compliance monitoring across nursing facilities.
- A centralized employee and workforce documentation system.
- Automated credential and compliance tracking.
- Standardized employee investigation and disciplinary procedures.
- Management and compliance training programs.
- HR and compliance dashboards and reporting.
- An acquisition/CHOW HR and compliance integration process.
- A staffing plan for the future HR and Compliance department.
Required Qualifications
- Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field preferred.
- Minimum 7–10 years of progressive Human Resources experience, including leadership responsibility.
- Demonstrated experience building, restructuring, or significantly improving an HR function.
- Strong knowledge of federal and multi-state employment laws and HR practices.
- Experience handling complex employee relations matters and workplace investigations.
- Experience developing policies, procedures, handbooks, and compliance programs.
- Experience with HRIS, payroll, applicant tracking, and compliance systems.
- Strong organizational, analytical, and documentation skills.
- Ability to operate independently with limited existing infrastructure.
- Ability to communicate effectively with executive leadership, facility leadership, employees, attorneys, regulators, and outside professionals.
Strongly Preferred Experience
Candidates with several of the following will receive strong consideration:
- Skilled nursing or long-term care experience.
- Multi-facility healthcare experience.
- Healthcare staffing or healthcare workforce experience.
- Employer of Record (EOR) experience.
- Multi-state employment compliance experience.
- CMS and state survey experience.
- Healthcare compliance program experience.
- Experience with facility acquisitions and Changes of Ownership (CHOW).
- Experience with healthcare credentialing.
- SHRM-SCP, SHRM-CP, SPHR, PHR, CHC, or comparable professional certification.
Ideal Candidate
The ideal candidate is a builder and operator—not simply an HR administrator.
We are looking for someone who can walk into a growing organization, determine what is missing, prioritize areas of risk, and build the appropriate infrastructure.
This person must be equally comfortable working at the executive level and handling the details necessary to make the function successful.
The successful candidate will understand that HR and compliance in a multi-state healthcare organization requires a balance between protecting the organization, supporting employees, maintaining regulatory compliance, and allowing operations to move efficiently.
This individual should be proactive, practical, highly organized, solutions-oriented, confidential, and comfortable taking ownership.
Most importantly, we are seeking someone capable of building an HR and compliance function that can scale with a rapidly growing multi-state healthcare organization.
Pay: $98,000.00 - $120,000.00 per year
Benefits:
- Health insurance
- Paid time off
- Vision insurance
Work Location: Hybrid remote in Beverly Hills, CA 90211
