Neighborhood Healthcare is hiring: Director- Human Resources in Escondido

ROLE OVERVIEW and PURPOSE

The HR Director serves as a key leader and visible representative of the Human Resources department, acting as the primary day-to-day voice of HR across the organization. In partnership with the Senior HR Director, this role regularly presents to leadership, communicates important HR updates, and ensures that employees and managers receive timely, clear, and consistent information on HR programs, policies, and initiatives.

This position is responsible for the leadership, coordination, and execution of core HR functions that drive organizational effectiveness and ensure a compliant, service-focused workplace. This includes oversight of employee relations, organizational design, position management, talent acquisition, compensation and classification, benefits, performance management, HR technology, and HR policy development.

Working closely with the HR Operations Manager, the HR Director ensures cohesive HR service delivery and alignment of processes across all functions. The role also serves as a trusted advisor to leaders, a partner to cross-functional teams, and a champion for a positive employee experience while executing strategies that strengthen leadership capability, attract top talent, ensure internal equity, and enhance HR systems usage.

RESPONSIBILITIES

Employee Relations

• Lead and oversee the employee relations function, ensuring consistent application of policies, practices, and corrective action standards.
• Serve as final approver and escalation point for high-risk corrective actions, performance terminations, complex investigations, and accommodations requiring employment decisions.
• Partner with the Senior HR Director on the most sensitive and high-impact employee relations cases, ensuring alignment with organizational risk tolerance and culture.
• Collaborate with the HR Operations Manager on compliance-driven employment actions such as expired licenses, BLS certifications, and credential requirements.
  Provide coaching and consultation to managers and directors on managing performance, resolving conflict, and navigating sensitive workplace situations.

Organizational Design, Position Management & Compensation

• Partner with the Senior HR Director to design and implement organizational changes, including restructures, leadership transitions, position reclassifications, and reductions in force (RIFs).
• Oversee position management, ensuring all job structures, classifications, and position control changes are documented, compliant, and aligned with operational goals.
• Partner with Compensation Analysts to ensure organizational design changes maintain internal equity and market competitiveness.
• Lead the ongoing development and governance of the organization’s compensation philosophy, pay structures, and job classification framework, including provider compensation models.
• Collaborate with leadership groups across operations, finance, and clinical teams to develop compensation strategies that align with market trends, employee population needs, and key workforce metrics such as turnover and retention.
• Oversee Neighborhood’s Annual Performance Cycle, including performance appraisals, merit increases, and off-cycle salary adjustments.
• Review and approve job descriptions, pay grade assignments, and compensation recommendations for new and revised positions.
• Respond to and oversee participation in compensation survey requests to ensure accurate market data and benchmarking.
• Ensure compliance with California pay equity and wage and hour regulations, and partner with the Senior HR Director on compensation strategy and market positioning.

Talent Acquisition & Employer Branding

• Provide strategic oversight of the recruitment function, ensuring equitable, consistent, and compliant hiring practices across all departments.
• Approve final selection and offers for leadership positions and other high-impact roles.
• Partner with the Talent Acquisition & Employee Relations Manager to develop targeted sourcing strategies that attract top talent in a competitive labor market.
• Collaborate with Marketing, Employee Experience, and operational leaders to strengthen Neighborhood’s employer brand, highlight workplace culture, and promote the organization as an employer of choice.
• Build partnerships with local schools, universities, professional associations, and community organizations to expand recruitment pipelines.
• Coordinate with the HR Operations Manager to ensure a seamless handoff from candidate selection through onboarding.

Performance Management & Leadership Development

• Lead Neighborhood’s Annual Performance Cycle, ensuring alignment between performance results, merit increases, and organizational goals.
• Partner with the Senior HR Director to evaluate and refine performance management tools and processes.
• Provide leaders with training and guidance to improve the quality and consistency of performance feedback and coaching.
• Collaborate with Learning & Development on leadership development programs that strengthen supervisory skills and accountability for results.

Benefits, Leaves & Workers’ Compensation

• Provide executive oversight of benefits strategy and administration, partnering with the Senior Manager of Benefits & HR Technology on program design, vendor management, renewals, and RFPs.
• Partner with benefit vendors, brokers, and carriers to ensure competitive and compliant offerings, effective problem resolution, and high service levels.
• Oversee the organization’s workers’ compensation program in partnership with the carrier, TPA, and the HR Operations Manager.
• Partner with the HR Operations Manager to ensure coordinated administration of leaves of absence, ADA/PWFA accommodations, and workers’ compensation cases.

HR Technology

• Partner with the Senior HR Director, HR Operations Manager, and Senior Manager of Benefits & HR Technology to ensure optimal configuration, integration, and usage of the HRIS and other HR systems.
• Drive process improvement through HR technology solutions that streamline workflows, enhance reporting, and improve the employee experience.
• Support system upgrades, module implementations, and cross-functional integrations in partnership with HR leadership, Payroll, Finance, and IT.
• Ensure HRIS data integrity and leverage analytics to inform decision-making and monitor workforce trends.
• Partner with the Senior HR Director to prioritize HR technology initiatives that align with organizational goals and compliance requirements.

Policy Development & Compliance

• Maintain ownership of the Employee Handbook and all HR-related policies.
• Develop, update, and communicate policies to support organizational design, classification, workforce planning, and employee relations.
• Partner with the Senior HR Director on policy changes requiring strategic alignment or risk mitigation considerations.
• Partner with the HR Operations Manager on HR compliance readiness for HRSA, CMS, DHCS, and other audits, ensuring policies and practices are audit-ready.
• Monitor legislative changes and recommend updates to maintain compliance and operational efficiency.

Collaboration & Cross-Functional Partnership

• Partner closely with the HR Operations Manager to ensure cohesive HR service delivery and alignment of processes across all functional areas.
• Collaborate with operational and clinical leadership, including the Associate Chief Medical Officer, Corporate Compliance Officer, and PACE Compliance Officer, on workforce strategy, leadership transitions, and sensitive employment matters.
• Coordinate with Finance on staffing budgets, position control, and alignment of workforce planning with financial resources.
• Build strong relationships with internal stakeholders to enhance trust in HR and ensure consistent execution of people strategies.

Leadership & Team Development

• Lead, coach, and develop a high-performing HR leadership team, ensuring clarity in responsibilities, priorities, and deliverables.
• Drive accountability for service excellence, compliance, and timely execution of HR initiatives.
• Promote a collaborative, solutions-oriented culture within the HR department that emphasizes proactive problem-solving and continuous improvement.
• Support succession planning efforts by identifying and developing emerging HR leaders.

EDUCATION/EXPERIENCE

• Master’s degree in Human Resources, Business Administration, or related field preferred; Bachelor’s degree or an equivalent combination of education, training, and experience will be considered in place of a Master’s.
• Minimum 10 years of progressive HR leadership experience with a strong focus on employee relations, organizational design, compensation, benefits, and talent acquisition.
• Proven experience managing sensitive and high-risk employee relations cases in compliance with California labor laws.
• Strong working knowledge of wage and hour, pay equity, benefits regulations, and leave/accommodation requirements in California.
• Advanced knowledge of compensation principles, pay structure design, and provider compensation models, with experience implementing new compensation programs and pay strategies.
• Demonstrated ability to track and manage multiple projects simultaneously, implement new processes, and establish systems where none previously existed.
• Experience leading large-scale HR initiatives, including HR technology implementations, process improvements, and policy rollouts.
• Proficiency in HR technology platforms, including UKG (HRIS) and Payfactors, as well as compensation benchmarking tools and Microsoft Office Suite.
• Experience overseeing benefits vendor management, renewals, RFPs, and vendor performance.
• Strong project management, problem-solving, and change management skills, with the ability to drive initiatives from concept through successful execution.
• Healthcare or multi-site service industry HR leadership experience preferred.

ADDITIONAL QUALIFICATIONS (Knowledge, Skills and Abilities)

• Exceptional interpersonal and leadership skills, with the ability to influence at all levels of the organization.
• Strong project management, organizational, and strategic thinking skills.
• High emotional intelligence and business acumen.
• Ability to create structure in ambiguous or complex environments.
• Proficiency in HRIS systems (UKG/UltiPro preferred), Excel, and survey/benchmarking tools.
• Ability to handle confidential matters with integrity.

PHYSICAL REQUIREMENTS

• Ability to travel locally to Neighborhood sites as needed.
• Ability to sit or work at a computer for extended periods.
• Ability to lift/carry up to 10 lbs occasionally.

Compensation Disclosure: The posted salary range reflects the designated pay grade for this position. While this range represents the broader classification of the role, actual compensation will be based on several factors, including but not limited to: the candidate’s overall knowledge, skills, and experience, market data and industry benchmarks, internal equity within the organization, Budgetary considerations and organizational needs. As a result, placement within the range is not guaranteed, and the full pay grade range may not be utilized.