Director, Human Resources

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Annual salary range: $126,256.00 min. - $189,384 max

Reporting to the Vice President of Human Resources, this position oversees the daily operations of the Human Resources Department, including administration, retention, benefits, orientation, employee relations, workers' compensation, leaves of absence, accommodations, and employee engagement. The role provides strategic leadership for assigned HR functions, ensures compliance with employment laws and regulatory requirements, and oversees employee relations, policies, and procedures. In partnership with leadership, the position supports workforce planning and stability while delivering high-quality customer service.

Ability to meet all job & physical requirements as outlined in job description or as agreed through a work place accommodation.

EDUCATION/TRAINING/ EXPERIENCE:

1. Bachelor's Degree in Business Administration, Health Care Administration, Human Resources, Psychology, or equivalent required, Master's Degree desired.

2. Five years of Human Resources experience in a progressive leadership, preferably in a healthcare environment.

3. Must possess computer, clerical, and mathematical skills, including experience with word processing and spreadsheet software programs.

4. Knowledge of Federal, State, regulatory agency, labor and employment laws and regulations such as Fair Labor Standard Act, Americans with Disabilities Act, ERISA, Wage and Hour, Title XXII, The Joint Commission, and the California Department of Public Health.

CERTIFICATIONS/LICENSES:

1. MAB is required to be completed on the first day of work. (Grandfathered: existing employees must complete new requirements by 6/9/2025.)

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5 Questions You Should Ask During the Interview

Here are 5 questions we think you could ask during your interview. Use them as a guide to help you write your own questions.

Remember: Always have at least 5 questions prepared for the interview. If you do not, you run the risk of looking unprepared.

What does success look like in this role, and how is it measured?

Why ask this? You want to ensure you have a clear understanding of expectations before accepting the role. Knowing how success is measured helps you hit the ground running and avoid surprises about performance evaluations. It also signals to the employer that you're results-driven.

Can you describe the team dynamic and the company culture?

Why ask this? Skills and experience matter, but if the work environment isn’t a good fit, you won’t be happy or productive. This question helps you gauge whether the company values collaboration, how teams interact, and whether the culture aligns with your work style and values.

What are the biggest challenges facing the person in this role right now?

Why ask this? Every job has challenges, and it’s better to know them upfront. This helps you assess whether the role is a good fit for your strengths and whether the company is realistic about its expectations. If they hesitate to answer, it could be a red flag.

How does the company support work-life balance and employee well-being??

Why ask this? Burnout is real, and some companies expect employees to sacrifice personal time for the job. By asking this, you’ll get a sense of how they value work-life balance, flexibility, and well-being—things that are crucial for job satisfaction and long-term success.

These questions help you make an informed decision while also showing your professionalism and strategic thinking!

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