Our client, a mission-driven healthcare organization in Brooklyn, NY, is hiring a Director of Healthcare Human Resources. This is a full-time, direct-hire, on-site leadership role responsible for the strategic and operational management of the Human Resources function. The position supports a workforce of approximately 60+ FTEs and a small HR team.

Responsibilities

Lead and manage all HR functions including workforce planning, recruiting, onboarding, retention, employee relations, performance management, compensation, benefits administration, and compliance.
Develop, implement, and standardize HR policies, procedures, and employee handbook practices across the organization.
Provide guidance to leadership and managers on performance evaluation, corrective actions, promotions, disciplinary actions, investigations, and terminations.
Establish and monitor recruiting and retention metrics (e.g., time-to-fill, turnover, and retention) and implement improvements.
Partner with Finance/Payroll to ensure effective oversight of payroll-related processes (dedicated payroll support is in place).
Serve as the primary administrator for Paycom, including employee records, onboarding workflows, benefits enrollment support, reporting, manager/employee training, and data integrity.
Ensure HR compliance with applicable federal, state, and local employment requirements and healthcare-related regulatory expectations.
Drive initiatives that strengthen professionalism, accountability, and organizational culture.
Requirements

Minimum 7 years of progressive HR leadership experience.
Healthcare HR leadership experience required (hospital or ambulatory healthcare acceptable; FQHC experience preferred but not required).
Demonstrated capability to build HR infrastructure and implement standardization without extensive ramp-up.
Strong employee relations experience, including investigations and conflict resolution.
HRIS administration experience required; Paycom experience strongly preferred.
Bachelor’s degree required; Master’s degree preferred.
SHRM-CP/SHRM-SCP or PHR/SPHR preferred.
Some of the Benefits

Competitive compensation.
Leadership-level scope with ownership of HR strategy, operations, and HRIS administration.
Visibility and partnership with executive leadership and cross-functional stakeholders.
Opportunity to build and standardize HR infrastructure, policies, and workforce programs in a growing organization.
Ownership of HR analytics and reporting to support data-driven decision-making.