Human Capital Director at Southeast Medical Group

Alpharetta, Georgia, United States -

Full Time

Start Date

Immediate

Expiry Date

17 Feb, 26

Salary

0.0

Posted On

19 Nov, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Communication Skills, Interpersonal Skills, Negotiation Skills, Conflict Resolution Skills, Organizational Skills, Attention To Detail, Time Management Skills, Analytical Skills, Problem-Solving Skills, Integrity, Professionalism, Confidentiality, HRIS Proficiency, Employee Relations, Training And Development, Performance Management

Industry

Hospitals and Health Care

Description

Description The Human Capital Director is a strategic leadership role responsible for developing and implementing policies and programs to support production operations, team member needs, and overall organizational growth. This position supports employee relations, performance management, compensation reviews, job descriptions, career pathing, and culture-building initiatives such as employee recognition, safety programs, and workers' compensation actions. The Director provides expert guidance on HR policies, employment laws, and corrective actions, while driving team leader and member development through training initiatives. They support staffing, growth, and integration efforts, conduct surveys to design training and organizational development programs, and lead recruiting activities including interviewing, reference checks, and salary negotiations. This role fosters a positive, inclusive culture by promoting diversity, integrity, problem-solving, and respect, and involves collaboration with operations leadership to resolve issues and enhance employee engagement. Occasional travel is required for acquisitions and onsite visits. Requirements Training and Development: In coordination w/Director of Training and Education; Conduct training needs assessments and provide training solutions, including the implementation, administration, design, and delivery of high-quality programs that engage, align, inform, and inspire employees in support of business strategies, goals, and initiatives. Focus on integrating and onboarding new practices and staff, creating programs to meet SOP requirements, skill proficiency, and development needs. Assist in developing and implementing models for sustaining positive employee relations and culture-building in partnership with the Experience team. Counseling and Support: Offer counsel and support to managers, supervisors, and team members on Human Capital policy application, production operation HR needs, and employment-related issues such as ADA, FMLA, FLSA, harassment, discrimination, diversity, corrective action, and progressive discipline. Provide counseling and guidance to employees, facilitate communication, and resolve conflicts impacting engagement. Employee Relations and Investigations: Collaborate with operations to resolve employee relations issues, conduct investigations, provide counsel, and assist in dispute resolution. Analyze organizational health issues, develop and execute improvement plans, prepare reports, identify trends in employee-related issues, turnover, and performance, and provide solutions to operations leadership. Handle grievances, facilitate ethical and consistent Human Capital processes, and support operations safety programs including return-to-work initiatives and workers' compensation coordination. Recruiting and Onboarding: Support recruiting efforts by participating in planning and executing activities to fill open positions, conducting pre-employment screenings, interviews, reference checks, and salary negotiations. Lead New Employee Orientation (NEO), including welcome letters, background/screening verification, sign-on bonuses, and coordination for new state/remote-work setups (e.g., with Preethi for payroll). Manage onboarding processes using tools like Smartsheet and Paylocity. Performance Management and Engagement: Assist in the performance management process by coaching, educating, and providing feedback to managers and supervisors. Track annual goals, Performance Improvement Plans (PiPs), 7-30-60-90-180 day check-ins, and quarterly journals, reporting and working with managers. Develop proactive communication, employee relations, recognition, and appreciation programs. Foster strong engagement by accepting diversity of ideas, sharing responsibility for success, demonstrating honesty and integrity, solving problems, and showing respect. Staff Experience and Retention: Lead staff experience initiatives, including quarterly Pulse/Engagement Surveys, exit interviews, KPI tracking/reporting, and identification/implementation of action plans for improvement. Provide retention/attrition backup using Paylocity (as SME/HRIS), with priority on under 6mo and under 12mo turnover. Chair the Culture Committee and Rewards/Recognition Programs. Conduct onsite practice/department visits with teams and managers for employee relations and optimization. Leave Management and Compliance: Manage leave processes (audit/review/prorate) including FMLA, PTO, CME, LOA, and unpaid leave; cross-walk with time and labor and payroll prior to payroll periods. Reporting and Administration: Prepare reports on trends in employee issues, turnover, and performance. Provide Human Capital support to operations programs, ensuring ethical, fair, and consistent practices. Maintain monthly Human Capital updates to the HC shared tracker. Support the development and administration of programs, policies, and processes to facilitate employee and organizational growth. Proficiency with or ability to quickly learn HRIS, data management, and talent management systems (e.g., Paylocity). Other Duties: Perform other duties as assigned, including facilitating Human Capital processes and supporting business needs through proactive initiatives. Required Skills/Abilities Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS, data management, and talent management systems. Excellent communication skills, interpersonal skills, ethics, and cultural awareness. Resourceful, problem-solving aptitude and thorough knowledge of Human Capital procedures and policies. Training in Federal and state laws and application of Human Capital policies that promote positive employee relations. Education and Experience Bachelor's degree in Human Capital, Business Administration, or related field required (degree may be waived with 4+ years in management/leadership roles that include Human Capital responsibilities). More than 3 years of progressive Human Capital professional experience. HR certification required within 6 months of hire (e.g., PHR, CHHR). Key Physical and Mental Requirements Ability to lift up to 50 pounds. Ability to push or pull heavy objects using up to 50 pounds of force. Ability to sit for extended periods of time. Ability to stand for extended periods of time. Ability to use fine motor skills to operate office equipment and/or machinery. Ability to receive and comprehend instructions verbally and/or in writing. Ability to use logical reasoning for simple and complex problem-solving. Ability to travel to multiple locations to support business needs as required. This job description is intended to convey information essential to understanding the scope of the Human Capital Director position and is not an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with it. Southeast Primary Care Partners reserves the right to modify duties or descriptions at any time.

Responsibilities

The Human Capital Director is responsible for developing and implementing HR policies and programs to support organizational growth and employee needs. This role includes employee relations, performance management, recruiting, and fostering a positive workplace culture.