Reports To: Chief Executive Officer (CEO)

Position Context

RiverPeak Health is a newly developing hospital with no existing workforce at the time of hire. The Director of Human Resources will play a central role in:

• Building the organization’s workforce from the ground up

• Designing HR policies, systems, and infrastructure

• Supporting recruitment of all staff and leadership positions

• Establishing a strong organizational culture aligned with mission and values

• Supporting operational readiness and go-live

Key Responsibilities

1. Executive Leadership & Strategy

• Serve as a strategic partner to the CEO and executive leadership team

• Develop and implement HR strategies aligned with organizational goals

• Participate in organizational planning, workforce strategy, and growth initiatives

• Provide guidance to leadership on workforce planning, organizational design, and culture

2. Organizational Build & Start-Up Execution

• Lead development of:

  • HR policies, procedures, and employee handbook

  • Compensation structures and benefits programs

  • Job descriptions and position classifications

  • Onboarding and orientation programs

• Establish HR systems, including HRIS, personnel records, and reporting tools

• Support full-cycle recruitment and hiring for all departments

• Partner with leadership on staffing models and workforce planning

3. Talent Acquisition & Workforce Planning

• Develop and execute a comprehensive recruitment strategy

• Partner with department leaders to identify staffing needs and hiring timelines

• Oversee job postings, candidate screening, interviewing, and offer processes

• Implement strategies to attract and retain talent in a rural healthcare market

4. Employee Relations & Culture

• Foster a positive, engaged, and mission-driven workplace culture

• Provide coaching and guidance to leaders on employee relations matters

• Manage and resolve complex employee relations issues

• Promote employee engagement, retention, and professional development

• Encourage open communication and collaboration across the organization

5. Compensation, Benefits & Performance Management

• Design and manage compensation structures, salary bands, and incentive programs

• Oversee benefits programs including health, retirement, and leave policies

• Lead performance management processes, including evaluations and feedback systems

• Ensure internal equity and market competitiveness

6. Compliance & Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations (e.g., FLSA, EEOC, OSHA, ADA)

• Develop and maintain HR policies to ensure regulatory and accreditation compliance

• Oversee employee records, credentialing support, and documentation practices

• Manage HR-related audits, investigations, and risk mitigation efforts

7. Training & Development

• Develop and implement training programs for:

  • Leadership development

  • New employee orientation

  • Compliance and mandatory education

• Support ongoing professional development and workforce capability building

8. HR Operations & Systems

• Establish and oversee HRIS and data systems

• Develop HR metrics and dashboards to track:

  • Recruitment

  • Retention

  • Engagement

  • Workforce productivity

• Ensure accuracy, confidentiality, and integrity of HR data

Leadership Philosophy & Expectations

• Serve as a visible, accessible leader who is actively engaged with staff across the organization

• Foster a culture of servant leadership, accountability, and collaboration

• Act as a trusted advisor to leadership and a resource for employees

• Demonstrate a hands-on approach in building HR systems, supporting hiring efforts, and resolving workforce challenges

• Lead by example in professionalism, integrity, and alignment with organizational values

Qualifications:

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field

• Minimum 5–7 years of progressive human resources leadership experience

• Demonstrated experience in HR operations, employee relations, and talent management

Preferred

• Master’s degree (HR, MBA, MHA, or related field)

• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR)

• Experience in:

  • Healthcare or hospital setting

  • Start-up, growth, or organizational build environments

  • Rural workforce recruitment and retention strategies

Knowledge, Skills, & Abilities

• Strong knowledge of employment law and HR best practices

• Excellent interpersonal, communication, and conflict resolution skills

• Strong organizational and strategic planning abilities

• Ability to build relationships and influence at all levels of the organization

• Ability to manage multiple priorities in a fast-paced, evolving environment

• High level of discretion and professionalism in handling confidential information

Working Conditions

• Office-based with frequent interaction across departments

• Participation in leadership meetings and organizational initiatives

• Ability to manage competing priorities in a start-up healthcare environment

Disclaimer

This job description is intended to describe the general nature and level of work performed. It is not intended to be an exhaustive list of all responsibilities, duties, or qualifications. Responsibilities may be adjusted as organizational needs evolve.