Title: Director / Senior Director of People and Culture
FLSA Category: Exempt
Reports To: Chief Executive Officer
Date Issued: June 2026
Greater Baden Medical Services (GBMS) is a Federally Qualified Health Center (FQHC) dedicated to providing high-quality healthcare across Southern Maryland. With 9 clinical sites located throughout Prince George's, Charles, and St. Mary's counties, we serve over 18,000 patients every year. We provide fully integrated care that includes primary care, pediatrics, women's health, Title X family planning, dental care, behavioral health, WIC, pharmacy services, and the Ryan White HIV/AIDS program. Our patient population is primarily made up of Medicaid and uninsured individuals. We are deeply proud to deliver these vital services to everyone in our community regardless of their ability to pay, making Greater Baden an incredibly rewarding place to grow your career while making a tangible, life-changing impact every day.
Job Summary:
The Director / Senior Director of People and Culture leads and manages the strategic and operational delivery of comprehensive Human Resources support across Greater Baden Medical Services. This pivotal role oversees talent acquisition, employee relations, performance management, career coaching and development, compensation analysis, benefits, and wellness coordination. Under the direction of the CEO, the Director / Senior Director of People and Culture partners directly with executive leadership to conduct workforce planning analysis, ensuring the right recruiting and retention strategies are actively executed.
As a trusted advisor, this position coaches and assists direct reports as they work with site leaders to resolve employee relations, manage performance issues, and spearhead organizational culture initiatives—including annual performance reviews, employee engagement surveys, and succession planning. The Director serves as a highly confidential, diplomatic resource for leadership to address high-priority, sensitive workforce issues.
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Relationship & Trust Building: Builds strong rapport and finds common ground with others, creating experiences and interactions where staff consistently feel heard, valued, and respected.
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Exemplary Support: Provides proactive, responsive, and encouraging customer service to internal and external partners.
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Employee Relations: Leads organization-wide employee relations, providing expert HR counsel to leadership, managers, and employees on complex employment-related matters.
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Conflict Resolution: Conducts objective investigations, facilitates conflict resolution or mediation, and manages termination meetings when necessary.
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Onboarding Oversight: Oversees the orientation and onboarding framework of all staff, including participating in and presenting at bi-weekly New Hire Orientation sessions.
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Performance & Compensation: Facilitates organization-wide performance and compensation management cycles to maintain internal equity and competitive market positioning.
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Interactive Process: Reviews, documents, and facilitates the interactive process for all Americans with Disabilities Act (ADA) workplace requests.
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Ethical Practice: Maintains absolute confidentiality, earns the trust of others, and exhibits behaviors that model the ethical practice of a community healthcare organization.
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Proactive Problem Solving: Takes the initiative to proactively resolve operational issues, address internal concerns, identify potential compliance risks, and improve overall processes.
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Development & Coaching: Prioritizes team member development, providing frequent coaching and opportunities for supportive, two-way dialogue.
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Analytical Decision-Making: Swiftly connects information from various operational sources, determines the underlying rationale behind metrics, and guides the HR team through data-driven recommendations.
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Change Management: Addresses workforce issues directly and drives the strategic changes necessary to achieve overall clinical and business objectives.
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Retention Strategy: Leads the development of proactive retention programs focused on reducing turnover in clinical and support staff roles.
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Workforce Sustainability: Partners with recruitment to align hiring strategies with long-term workforce sustainability.
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Career Development: Designs career pathway frameworks and internal mobility programs to support employee growth and reduce vacancy dependency.
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Workforce Analytics: Evaluates exit interview data and workforce trends to identify systemic drivers of attrition and implement corrective action plans.
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Inclusive Environment: Demonstrates respect for others, values diverse life experiences and heritages, and actively fosters an inclusive atmosphere where all internal voices are heard.
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Operational Integration: Maintains deep, in-depth knowledge focused on the unique operational segments of the healthcare clinics and departments they support.
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Mission Alignment: Demonstrates a strict commitment to Greater Baden’s mission, vision, and values, supporting organizational decisions and advocating for patient and customer needs.
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Departmental Operations: Manages human resources operations by training, coaching, counseling, and disciplining department staff.
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Performance Accountability: Plans, monitors, appraises, and reviews staff job contributions while designing support systems, accumulating resources, and implementing operational changes.
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Education: Master’s Degree in Human Resources, Business Administration, Healthcare Administration, or a related field required (or an equivalent blend of education and extensive experience).
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Experience: 7–10 years of progressive, relevant Human Resources experience required, with a proven track record of leadership and supervisory experience.
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Specialized Expertise: Demonstrated experience leading the design, development, and execution of comprehensive human resource programs within a complex, highly regulated, or matrixed work environment (healthcare or FQHC environment preferred).
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Demonstrated experience managing HR operations across multi-site healthcare environments serving diverse patient populations.
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Experience in Federally Qualified Health Centers (FQHCs) and/or community health centers strongly preferred.
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Strong understanding of provider recruitment and retention challenges within the FQHC environment.
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Leadership Coaching: Proven success coaching, mentoring, and developing HR professionals and guiding operational managers through employee relations challenges.
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Professional Certifications: SPHR, SHRM-CP, or SHRM-SCP certifications are highly preferred.
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Regulatory Literacy: Expert capability to guide the practical application of HR-related regulations and employment laws (including FLSA, COBRA, ADA, FMLA, etc.).
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Technical Proficiency: Basic to intermediate proficiency in Microsoft Office Suite (Word, PowerPoint, Excel) and Google Workspace.
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Prolonged periods of sitting at a desk and working on a computer.
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Must be able to lift up to 20–30 pounds at times.
Language Skills
Ability to read and interpret written or verbal documents and instructions. Ability to speak effectively to patients, employees and/or stakeholders of the organization.
