Corporate Director of Human Resources

Ryders Health Management -

CORPORATE DIRECTOR OF HUMAN RESOURCES

LOCATION:

Corporate Office

POSITION TYPE:

Full-Time

SHIFT(S):

40 hours per week, Monday – Friday with flexibility as needed to support the needs of the organization

BENEFITS – Full-Time:

• Medical, Dental, and Vision Insurance

• 401(k) Retirement Plan

• Employer-Paid Life Insurance

• Short- and Long-Term Disability (as applicable)

• Paid Meal Period

• Paid Time Off (PTO) — vacation, personal days, sick time

• 8 Paid Holidays

• Holiday and Overtime Pay (as applicable)

• Employee Assistance Program (EAP)

• Employee Discounts

• Paid Training and Orientation

• Longevity Awards

JOB SUMMARY:

We are seeking an experienced and strategic Corporate Director of Human Resources to lead and oversee the Human Resources function across our organization and skilled nursing and long-term care facilities throughout Connecticut.

This executive leadership role is responsible for developing and executing Human Resources strategies, programs, policies, and practices that support organizational objectives, regulatory compliance, workforce stability, employee engagement, and operational excellence.

The Corporate Director of Human Resources serves as a strategic business partner to executive and facility leadership, providing guidance and direction on employee relations, talent acquisition and retention, workforce planning, compensation, performance management, organizational development, compliance, and other Human Resources matters.

This position provides leadership and direction to facility-level HR professionals and serves as the escalation point for complex, sensitive, and high-risk Human Resources matters. The successful candidate will be responsible for establishing consistent HR standards and practices across the organization while ensuring compliance with applicable federal, state, and local employment laws and healthcare industry requirements.

RESPONSIBILITIES:

Corporate HR Leadership & Strategy

• Develop and execute the organization’s Human Resources strategy in alignment with business objectives and operational priorities

• Provide leadership and direction for the Human Resources function across all organizational facilities and departments

• Serve as a strategic advisor to executive and operational leadership on workforce, organizational, employee relations, compliance, and Human Resources matters

• Establish consistent Human Resources standards, processes, policies, and practices across the organization while accounting for state-specific requirements

• Evaluate HR programs and recommend improvements to support organizational growth, employee retention, engagement, and operational effectiveness

• Provide leadership, direction, coaching, and support to facility HR Directors and HR professionals

HR Compliance & Risk Management

• Develop, review, interpret, and maintain corporate HR policies, procedures, SOPs, handbooks, job descriptions, and related documentation

• Ensure HR practices comply with applicable federal, state, and local employment laws and regulations

• Monitor changes in employment legislation and regulatory guidance and evaluate their impact on the organization

• Advise leadership regarding employment-related compliance risks and recommend appropriate corrective action

• Oversee compliance related to hiring, compensation, wage and hour, employee classification, leave, accommodations, discipline, termination, employment authorization, recordkeeping, and other applicable requirements

• Coordinate and respond to employment-related audits, investigations, claims, regulatory inquiries, and external agency matters

• Partner with legal counsel and external resources on complex employment matters and organizational risk

Employee Relations & Investigations

• Serve as the escalation point for complex, sensitive, and high-risk employee relations matters

• Provide guidance to facility leadership regarding employee complaints, investigations, corrective action, performance management, and termination decisions

• Oversee internal investigations involving misconduct, harassment, discrimination, retaliation, policy violations, workplace conduct, and other significant employee relations concerns

• Ensure employee relations matters are handled consistently, objectively, confidentially, and in accordance with organizational policy and applicable law

• Identify employee relations trends and recommend organizational solutions to reduce risk and improve workplace culture

Talent Acquisition & Workforce Planning

• Develop and oversee organization-wide recruitment and talent acquisition strategies

• Partner with facility leadership to identify workforce needs, staffing challenges, recruitment priorities, and retention opportunities

• Establish recruiting standards, processes, metrics, and expectations across the organization

• Monitor recruitment activity, vacancies, turnover, time-to-fill, staffing challenges, and other workforce metrics

• Develop strategies to improve recruitment, retention, employee engagement, and workforce stability

• Support succession planning and leadership pipeline development for critical positions

Compensation, Benefits & HR Programs

• Provide leadership and oversight for compensation practices and organizational pay structures

• Conduct or oversee market analysis and recommend compensation strategies that support recruitment and retention

• Review compensation practices for internal equity, market competitiveness, and organizational consistency

• Provide guidance regarding promotions, salary adjustments, incentive programs, and other compensation matters

• Oversee administration and communication of employee benefit programs in collaboration with internal and external partners

• Evaluate HR programs and recommend enhancements that support employee retention, engagement, and organizational objectives

Performance Management & Organizational Development

• Establish and oversee the organization’s performance management process

• Develop standards and expectations for performance evaluations, corrective action, performance improvement plans, and employee development

• Coach and guide leaders regarding effective performance management

• Identify organizational training and development needs

• Support leadership development, succession planning, employee engagement, recognition, and retention initiatives

• Use employee feedback, workforce data, and turnover trends to identify opportunities for organizational improvement

HRIS, Data & Reporting

• Provide oversight of the organization’s Human Resources information systems and related HR technology

• Ensure accuracy, consistency, confidentiality, and integrity of HR data

• Establish HR reporting standards and utilize workforce data to identify trends, risks, and opportunities

• Develop and provide regular HR reports and metrics to executive leadership

• Monitor key workforce indicators including turnover, vacancies, recruitment activity, employee relations, absenteeism, retention, and other workforce measures

Facility HR Leadership & Support

• Establish expectations, accountability measures, and performance standards for facility HR functions

• Maintain regular communication with facility HR leadership regarding organizational priorities, policy changes, compliance requirements, employee relations matters, and HR initiatives

• Provide corporate guidance and support during significant employee relations matters, regulatory matters, staffing challenges, investigations, and other complex situations

• Promote consistency and collaboration among facility HR teams while recognizing operational and state-specific requirements

• Identify facility-level HR trends and escalate significant concerns to executive leadership

Employee Engagement & Organizational Culture

• Develop and implement initiatives designed to strengthen employee engagement, retention, communication, recognition, and organizational culture

• Promote a culture of professionalism, accountability, teamwork, respect, and employee development

• Evaluate employee engagement and retention trends and develop strategies to address identified concerns

• Partner with executive and facility leadership to strengthen communication and organizational effectiveness

Regulatory & Survey Support

• Provide Human Resources leadership and support during regulatory surveys, audits, investigations, and corrective action processes

• Ensure HR-related survey deficiencies are appropriately addressed and corrective actions are implemented

• Partner with facility leadership to develop and monitor plans of correction related to HR matters

• Maintain awareness of healthcare regulatory requirements impacting Human Resources practices

Corporate HR Administration

• Develop and manage the Corporate Human Resources budget and monitor expenditures

• Establish annual HR goals, objectives, and priorities

• Evaluate HR vendors, services, and programs and make recommendations regarding effectiveness and cost

• Maintain strict confidentiality of employee, resident, business, and organizational information

• Keep executive leadership informed of significant HR trends, risks, regulatory changes, and organizational concerns

• Maintain professional knowledge through continuing education, professional development, industry research, conferences, and workshops

• Perform other duties and responsibilities as assigned by executive leadership

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; Master’s degree preferred

• Minimum 7 years of progressive Human Resources experience with demonstrated leadership responsibility

• Healthcare, post-acute care, long-term care, or similarly regulated industry experience preferred

• Demonstrated experience leading Human Resources functions across multiple locations or business units

• Strong knowledge of federal, state, and local employment laws and regulations, including wage and hour, FMLA, ADA, EEO, OSHA, workers’ compensation, unemployment, immigration/employment authorization, and other applicable requirements

• Demonstrated knowledge of Human Resources practices within a healthcare or post-acute care environment

• Strong employee relations, investigation, conflict resolution, and risk management experience

• Demonstrated ability to develop, implement, interpret, and administer HR policies and procedures

• Experience advising senior and executive leadership on complex Human Resources matters

• Strong analytical, organizational, communication, leadership, and decision-making skills

• Ability to maintain strict confidentiality and exercise sound independent judgment in sensitive personnel matters

• Must be able to read, write, and communicate effectively in English

PREFERRED QUALIFICATIONS:

• Master’s degree in Human Resources, Organizational Development, Business Administration, or related field

• SHRM-SCP, SPHR, or other relevant HR certification

• Experience leading Human Resources operations across multiple skilled nursing or long-term care facilities

• Experience with HRIS systems, workforce analytics, and HR reporting

• Experience developing and implementing organization-wide HR strategies and programs

• Experience with change management, organizational development, leadership development, and workforce transformation

ABOUT US:

Ryders Health Management is a family-owned management company overseeing Skilled Nursing & Rehabilitation Centers throughout Connecticut. Across all our centers, we provide exceptional, patient-centered care designed to support each resident’s individual recovery or long-term care needs.

Our commitment to our employees is as strong as our commitment to our residents. We foster a supportive, collaborative work environment that values professional growth, leadership development, and operational excellence.

OUR CARING COMMUNITY:

We are a family-owned long-term care organization dedicated to delivering high-quality care and exceptional service. As part of the Ryders Health family, you’ll join a team backed by more than 75 years of healthcare experience, rooted in compassion, integrity, teamwork, and excellence.

As the Corporate Director of Human Resources, you will have the opportunity to influence the employee experience across the organization, strengthen HR practices, support our facility leaders, and help build a workforce that supports exceptional resident care.

Come join our dedicated team and help shape the future of Human Resources at Ryders Health Management.

EQUAL OPPORTUNITY EMPLOYER STATEMENT:

We are an Equal Opportunity Employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable federal, state, or local law.