Director of Human Resources

Job Details: Job Location: Spicewood Location

• Austin, TX, Position Type: 40 HRS - 1 FTE, Salary Range: Undisclosed, Job Shift: M-F 8A-5P, JOB TITLE: Director of Human Resources DEPARTMENT: HR POSITION SUMMARY The Human Resources Director serves as a strategic partner and operational expert, driving the development and implementation of HR initiatives across the organization. This role supports the mission of providing exceptional hospice and palliative care services by fostering a high-performing workforce, ensuring regulatory compliance, and creating a positive, patient-centered workplace culture. The HR Director oversees all HR functions, including talent acquisition, employee relations, organizational development, total rewards, and compliance, with a strong focus on the unique needs of Hospice Austin. WORKING RELATIONSHIPS REPORTS TO: Chief Executive Officer SUPERVISES: Human Resources Specialist and Talent Acquisition Manager INTERPERSONAL RELATIONSHIPS: All comments, actions and behaviors have a direct effect on the public’s perception of Hospice Austin. Interactions with patients, family members, physicians, referral sources, visitors, co-workers, etc. must be in a manner that is courteous, respectful, cooperative and professional. This behavior should promote an atmosphere of teamwork and positive relations.

ESSENTIAL FUNCTIONS

Strategic Leadership & Compliance Align HR strategies with organizational goals to support high-quality, patient-centered care. Serve as a key advisor to the executive team on workforce planning, employee engagement, and HR compliance. Monitor and ensure compliance with all healthcare-related employment regulations (e.

g., HIPAA, OSHA, FMLA, ADA, EEOC, CMS). Prepare and present monthly HR metrics and workforce KPIs to the Senior Leadership Team and Board. Lead regulatory audits related to personnel files, licenses, and certifications. Apply critical thinking to assess complex situations and propose effective, data-driven solutions. Lead and support organizational change initiatives to ensure alignment with company goals and culture.

Culture & Employee Engagement Cultivate a culture of compassion, accountability, and professional growth aligned with Hospice Austin mission and values. Implement and evaluate annual employee engagement surveys and improvement action plans. Promote initiatives that enhance morale, reduce turnover, and support retention of clinical and non-clinical staff.

Talent Acquisition & Development Collaborate with Talent Acquisition Manager on full-cycle recruitment including clinical credentialing, pre-employment screening, and onboarding strategies. Collaborate with department heads to ensure staffing aligns with patient care needs and compliance requirements. Oversee employee orientation and education programs to support regulatory standards and service excellence.

Facilitate ongoing professional development, training, and leadership succession planning. Collaborate with the Education Department to enhance compliance training for staff. Performance & Employee Relations Administer the performance management program, including goal setting, evaluations, coaching, and documentation.

Serve as a resource for conflict resolution, investigations, and disciplinary action in accordance with healthcare policies. Partner with supervisors on managing employee performance and conduct, ensuring fairness and consistency. Guide leadership in addressing underperformance, terminations, and employee improvement plans.

Demonstrate emotional intelligence in all interactions, building trust and collaboration across diverse teams. Encourage self-awareness and reflection within teams to enhance performance and resilience. Total Rewards & Benefits Lead compensation and benefits strategy in collaboration with the Business Office to attract and retain top healthcare talent.

Oversee 401(k) administration, healthcare plan enrollments, and open enrollment processes in collaboration with the Business Office. Ensure fiduciary and regulatory compliance with benefits programs. Recommend employer/employee cost-sharing options based on benchmarking and healthcare market trends. Regulatory & Workforce Compliance Ensure all staff maintain required licenses and certifications; manage verification and renewal processes.

Lead leave administration (FMLA, ADA, personal leave) and maintain accurate records and communications. Support OSHA reporting, Workers’ Compensation claims, and safety programs. Stay current with federal, state, and local labor laws specific to the healthcare sector. HR Operations & Systems Use data-driven insights and HR metrics to support strategic decision-making and improve employee engagement.

Maintain accurate personnel records, HRIS data, and documentation in compliance with healthcare and legal standards. Design and manage job descriptions, classification systems, and wage structures. Streamline HR workflows to support operational efficiency in collaboration with the Business Office. Assist payroll processing, benefits negotiations, and HR data reporting in collaboration in collaboration with the Business Office.

Team Leadership Lead and mentor the HR team, setting clear expectations and professional development goals. Create a collaborative environment focused on employee advocacy and service excellence. Coordinate training sessions on HR and healthcare compliance topics for supervisors and staff in collaboration with the Education Department.

Other Duties Director On-Call Coverage: Participate in the director on-call rotation, providing after-hours leadership support and timely guidance for urgent operational, staffing, patient-care, or family concerns. Coordinate with the appropriate teams to support a safe, compassionate response, escalate issues as needed, and ensure significant events are communicated and documented according to Hospice Austin policies.

Participate in cross-functional Hospice Austin committees as needed. Assist in policy development and interpretation for both corporate and clinical operations. Perform other HR-related tasks and projects as assigned by executive leadership.

Qualifications

Bachelor’s degree in human resources or equivalent work experience 5 years of progressive HR experience, including leadership HR certification (PHR or SHRM-CP) Experience with HRIS, benefits systems, and regulatory audits Exceptional interpersonal, leadership, and problem-solving skills. PREFERRED: Master’s degree in human resources 5 years of progressive HR experience in a healthcare setting including leadership SPHR or SHRM-SCP Knowledge of healthcare-specific compliance, licensing, credentialing, and employment law Experience with HRIS, benefits systems, and regulatory audits in healthcare Experience with Paycom