Director, Human Resources, Medical Groups and Ambulatory Job Listing at Northbay Healthcare in Fairfield, CA (Job ID 5796)

Description

At Northbay Health, the Director provides the full range of human resources services to the Northbay Health Medical Groups and the Ambulatory Staff Division for multiple clinics across the region. Oversees a team that helps support these initiatives.

This role serves as a trusted advisor, partnering with leadership and aligning human resources strategies with organizational goals, workforce planning, employee engagement, labor and employee relations, talent management, culture, and change management initiatives. Ensures consistent execution of HR programs, policies, and workforce strategies.

In addition, for Medical Groups, provides all HR-related services in benefits, leave of absence services, and compensation. In collaboration with Operations and HR Leadership, develops and applies policies, procedures, and Human Resources programs for Medical Groups. Serves as a member of the Human Resources Department Leadership Team. Oversees onboarding for Medical Group employees as well as physician orientation into the Northbay system. Participates as required on committees and special project teams.

Primary Job Duties

Strategic Partnership

• Partner with Operations leaders to develop and implement HR strategies aligned with strategic business objectives.
• Consult with management and provide guidance on human resources matters.
• Meet regularly with leaders in assigned areas and participate in operational meetings as requested.
• Possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people.
• Lead programs and initiatives, champion the organization's culture, and develop practical local solutions to achieve business objectives.
• Prepare or work with analysts to produce workload and metrics reports for areas of responsibility as required.

Employee and Labor Relations

• Ensure consistent application of policies, procedures, and labor laws.
• Promote a positive work environment and employee engagement initiatives.
• Serve as a trusted advisor on performance and employee relations matters, conducting investigations and resolving complex issues. Support PIP, corrective action, termination, and RIF processes.
• Coach leaders and maintain overall responsibility for reducing organizational risk.
• Assist in resolving workplace issues.
• Manage accommodation and fitness-for-duty processes.
• Collaborate with the Manager of Labor Relations to interpret collective bargaining agreements and support labor relations activities, including grievances.

Talent Management and Development

• Support performance management, check-ins, goal setting, evaluations, career development, and coaching.
• Partner with leadership on succession planning, staff development, and leadership development initiatives.
• Work closely with leadership and employees to improve work relationships, build morale, and increase productivity and retention.
• Identify training needs for business units and executive coaching needs. Coordinate with Learning leaders to develop programs as appropriate.
• Coach leaders to enhance their people leadership capabilities and ensure quality HR service delivery through effective collaboration with HR operational services.
• Provide ongoing training for Ambulatory leaders through various channels.
• Perform duties in compliance with regulatory and strategic interests. Comply with organizational and departmental policies. Model System values and norms.
• Perform other duties as assigned.

Compliance and Policy Management

• Stay abreast of and ensure compliance with federal, state, and local employment laws (e.g., FMLA, ADA, EEO).
• Provide HR policy guidance and interpretation.
• Interpret and apply HR policies and procedures consistently across departments.
• Support audits and regulatory requirements, particularly in healthcare environments, if applicable.

Change Management and Organizational Development

• Support change initiatives, including restructuring, mergers, and process improvements.
• Utilize analytical tools to inform business decisions.
• Coach leaders and staff on change management best practices.
• Build relationships with operational areas, establish open communication channels, monitor morale, and respond appropriately to workplace environment issues.
• Collaborate with Operations, Learning and Leadership, and other HR leaders to conduct training needs analyses and assessments for new or revised programs. Contribute to curriculum design and development of course materials and visual aids within areas of expertise.

Leadership

• Oversee the quality and integrity of all services delivered within the area of responsibility.
• Lead, coach, hire, and develop a team of HR Business Partners to support organizational and departmental objectives.
• Advise leaders and partners on employee relations matters and performance management.
• Analyze workforce metrics and trends, including turnover, vacancy rates, engagement, and labor productivity, to support decision-making and strategic planning, as requested.
• Lead or support enterprise HR initiatives, committees, and cross-functional projects aligned with organizational priorities.

Medical Group Management

• Manage the development and maintenance of all Human Resources-related Medical Group policies and ensure consistent application.
• Negotiate and oversee contracts as applicable.
• Collaborate with Physician and HR Compensation teams on compensation-related issues.
• Handle grievance and complaint resolution for the Medical Group. Monitor processes to ensure accurate and timely resolution and collaborate with other leaders as appropriate.
• Assist Operations leadership with organizational changes and restructuring efforts, administer RIF processes when required, and participate in communication planning.
• Collaborate with Operations on workforce strategy for Medical Groups, including job description development.
• Work collaboratively with leaders and the Recruitment team to support recruiting, hiring, contracting, and onboarding initiatives.
• Assist managers and employees with renewal of work authorization documentation, including Employee Authorization Cards and visas.
• Provide counsel on leave policies and procedures and oversee timely and accurate leave administration.
• Provide counseling and assistance regarding benefit program selection and enrollment.
• Participate in preparation of the annual departmental budget and monitor expenditures to ensure adherence to budget expectations.
• Collaborate on state and federal reporting requirements, partnering with HRIS Analysts to ensure compliance.
• Collaborate with Medical Staff on all related HR matters.
• Ensure onboarding and orientation for Medical Group staff delivers a red-carpet experience.
• Oversee and coordinate all HR-related functions for the area, including team operations, transaction processing, and related processes.

Education

• Bachelor's Degree, preferably in Human Resources, Business, or a related field, required.
• Master's Degree in a Human Resources-related field highly preferred.
• National HR Certification required. Ten years of HR Business Partner-level management experience may be accepted in lieu of a Master's Degree.

Licensure and Certification

• Current national Human Resources certification required (SHRM-CP, SHRM-SCP, PHR, or SPHR).

Experience

• Minimum of seven years of progressive HR leadership experience within a complex healthcare system or large matrixed organization.
• Minimum of four years of experience as an HR Business Partner.
• Minimum of four years of leadership experience managing HR teams.
• Minimum of four years of experience supporting healthcare operations, including clinical and non-clinical functional areas.
• Experience in a healthcare union environment required.
• Substantial HR training, policy writing, and policy interpretation experience required.
• Experience partnering with executive leadership and physician partners required.
• Strong knowledge of employment law, employee relations, organizational development, workforce planning, and HR best practices.
• Working knowledge and appropriate application of federal and state laws and regulations regarding employment, discrimination, wage and hour, benefits and leave administration, compliance agency enforcement and administration processes, dispute resolution techniques, ADA, OSHA, and SB 198.

Skills

• Demonstrated ability to lead change and influence across multiple levels of the organization.
• Strong analytical and problem-solving capabilities.
• Intermediate proficiency in word processing, database, and spreadsheet applications.
• Effective consulting, facilitation, questioning, and group process skills.
• Models strong leadership principles and leadership presence.
• Demonstrates conflict resolution and critical thinking skills.
• Ability to manage multiple priorities in a fast-paced healthcare environment.
• High level of professionalism, discretion, and emotional intelligence.
• Must project a positive and professional image consistent with the System's mission, values, and strategic goals.
• Capacity to maintain clear thinking, composure, and respect for others under pressure and challenging circumstances.
• Demonstrated initiative and accountability for teamwork and service excellence.

Interpersonal Skills

• Ability to build and maintain positive working relationships with others.
• Ability to communicate effectively and professionally with employees at all levels of a culturally diverse organization.
• Demonstrates the highest level of confidentiality and discretion.
• Projects a positive and professional image consistent with the System's mission, values, and strategic goals.
• Maintains composure, clear thinking, and respect for others during difficult or challenging situations.

Hours of Work

• Based on business need, primarily Monday through Friday, 8:00 a.m. to 5:00 p.m.
• Some evening, off-hour, and weekend work may be required to support planned HR activities or system crises.
• Requires travel to all system campuses and occasional off-site locations.