Position Summary
The Human Resources Director provides strategic and operational leadership for all human resources functions across a multi-site ophthalmology practice employing over 250 team members and providers. The HR Director develops and executes human capital strategies that support organizational goals, workforce planning, employee engagement, leadership development, regulatory compliance, compensation administration, talent acquisition, retention, and organizational culture.
The HR Director serves as a trusted advisor to executive leadership, physicians, advanced practice providers, managers, and employees while ensuring compliance with all applicable federal and state employment regulations and healthcare industry standards.
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Essential Duties and Responsibilities
Strategic Human Resources Leadership
· Develop and implement HR strategies aligned with organizational goals and growth initiatives.
· Partner with executive leadership to support workforce planning and succession planning.
· Provide guidance regarding organizational structure, staffing models, and employee development.
· Establish workforce metrics, dashboards, and key performance indicators.
· Lead organizational change management initiatives.
Talent Acquisition & Workforce Planning
· Develop recruitment strategies to attract and retain high-quality clinical and non-clinical personnel.
· Oversee recruitment of:
o Ophthalmologists
o Optometrists
o Physician Assistants
o Nurse Practitioners
o Surgical staff
o Clinical technicians
o Administrative personnel
· Collaborate with leadership regarding provider recruitment and onboarding.
· Manage recruiting vendors, job boards, and staffing agencies.
· Monitor workforce trends and staffing needs.
Employee Relations
· Foster a positive workplace culture focused on accountability, engagement, and patient-centered service.
· Serve as the primary escalation point for employee relations concerns.
· Conduct investigations involving:
o Harassment
o Discrimination
o Retaliation
o Workplace misconduct
o Policy violations
· Recommend corrective actions when necessary.
· Assist leadership with conflict resolution and performance management.
Performance Management
· Develop and oversee performance evaluation programs.
· Coach managers regarding employee development and disciplinary processes.
· Establish leadership development programs.
· Support succession planning initiatives.
· Ensure consistency and fairness in performance management practices.
Compensation & Benefits Administration
· Oversee compensation strategies and salary structures.
· Conduct market compensation analyses.
· Review provider and employee compensation plans.
· Direct employee benefits programs including:
o Health insurance
o Dental insurance
o Vision insurance
Compliance & Risk Management
· Ensure compliance with:
o Federal labor laws
o Texas employment regulations
o EEOC requirements
o ADA
o FMLA
o FLSA
o OSHA
o Workers' Compensation requirements
o Healthcare employment standards
· Maintain HR policies and employee handbook.
· Direct internal HR audits and compliance reviews.
· Respond to employment-related claims and investigations.
· Partner with legal counsel on employment matters.
Training and Organizational Development
· Oversee orientation and onboarding programs.
· Develop continuing education and leadership training initiatives.
· Support employee career development pathways.
· Promote employee engagement and retention strategies.
· Implement culture-building programs across all locations.
Provider & Leadership Support
· Support physician and provider onboarding and integration.
· Collaborate with medical leadership on workforce needs.
· Assist with provider contracts and employment-related issues.
· Support medical staff and operational leadership in achieving organizational goals.
HR Operations
· Oversee HRIS systems and personnel records.
· Ensure accurate recordkeeping and documentation.
· Manage HR budgets and departmental resources.
· Prepare workforce reports for executive leadership and board members.
· Lead HR process improvement initiatives.
· Increased Employee Retention
· Improved Employee Engagement
· Strong Provider Recruitment & Retention
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Leadership Responsibilities
· Lead and mentor the Human Resources team.
· Establish department objectives and performance standards.
· Promote a culture of accountability and continuous improvement.
· Participate as a member of the executive leadership team.
· Support strategic planning and organizational growth initiatives.
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Required Qualifications
Education
· Bachelor’s degree in human resources, Business Administration, Healthcare Administration, Organizational Development, or related field required.
· Master's degree preferred.
Experience
· Minimum 8 to 10 years of progressive Human Resources leadership experience.
· Minimum 5 years in a senior HR management or director role.
· Experience supporting organizations with 200+ employees.
· Experience within healthcare, physician practices, ambulatory surgery centers, or multi-site medical organizations strongly preferred.
· Provider recruitment and physician relations experience preferred.
or experience in lieu of education
Certifications Preferred
· SHRM-SCP
· SPHR
· CHHR
· Healthcare Human Resources Certification
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Knowledge, Skills, and Abilities
· Strong knowledge of federal and Texas employment laws.
· Knowledge of healthcare workforce regulations.
· Expertise in employee relations and investigations.
· Strong leadership and team development skills.
· Excellent communication and conflict resolution abilities.
· Strategic planning and organizational development expertise.
· Financial and budgeting knowledge.
· Strong analytical and reporting skills.
· Ability to maintain confidentiality and professionalism.
· Experience with Human Resources Information Systems and payroll systems.
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Key Performance Indicators (KPIs)
· Employee turnover rate
· Vacancy rate
· Time-to-fill positions
· Retention of providers and personnel
· Employee engagement scores
· Human Resource Compliance audit results
· Training completion rates
· Employee relations case resolution
· Workforce productivity metrics
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Physical Requirements
· Ability to sit, stand, and walk for extended periods.
· Will need to travel between practice locations.
· Ability to lift up to 25 pounds occasionally.
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Executive-Level Expectations
As a member of the leadership team, the HR Director is expected to serve as a strategic business partner who helps attract, develop, and retain a high-performing workforce while supporting the organization's mission of delivering exceptional ophthalmic and surgical care.
Job Type: Full-time
Benefits:
- Employee discount
- Life insurance
- Paid time off
Willingness to travel:
Work Location: In person
