Senior Director of Human Resources

Title: Senior Director of Human Resources

FLSA Category: Exempt

Reports To: Chief Executive Officer

Greater Baden Medical Services (GBMS) is a Federally Qualified Health Center (FQHC) dedicated to providing high-quality healthcare across Southern Maryland. With 9 clinical sites across Prince George's, Charles, and St. Mary's counties, we serve over 18,000 patients each year. We provide fully integrated care that includes primary care, pediatrics, women's health, Title X family planning, dental care, behavioral health, WIC, pharmacy services, and the Ryan White HIV/AIDS program. Our patient population is primarily made up of Medicaid and uninsured individuals. We are deeply proud to deliver these vital services to everyone in our community, regardless of their ability to pay, making Greater Baden an incredibly rewarding place to grow your career while making a tangible, life-changing impact every day.

JOB SUMMARY

The Senior Director of Human Resources builds and leads GBMS's Human Resources function as a strategic driver of organizational performance. This role owns HR strategy end to end: employee relations, compliance, performance and compensation management, workforce planning, and the development of a forward-thinking HR team.

A core mandate of this role is strengthening the people-management capacity of leaders across all 9 clinical sites, so that managers can resolve routine employee issues directly and confidently. HR's role is to serve as advice, counsel, and strategic partner to leadership, not as a default resolver of problems that leaders should own. The Senior Director reports to executive leadership and is accountable for HR's contribution to GBMS's clinical and business outcomes.

ESSENTIAL FUNCTIONS

HR Strategy & Business Leadership

• Develop and lead GBMS's organization-wide HR strategy, aligning workforce planning, talent, and organizational design with clinical and operational objectives.
• Partner directly with executive leadership on workforce planning analysis to drive recruiting and retention strategy.
• Lead organization-wide performance and compensation management cycles, maintaining internal equity and market-competitive positioning.
• Own the HR strategic plan and report on its execution and outcomes to executive leadership.

Employee Relations

• Lead employee relations across the organization, providing expert HR counsel to leadership, managers, and employees on complex employment matters.
• Conduct and oversee objective investigations, facilitate conflict resolution and mediation, and manage termination proceedings.
• Review, document, and lead the interactive process for all Americans with Disabilities Act (ADA) workplace accommodation requests.
• Oversee the onboarding framework for all staff, including leading New Hire Orientation.

Compliance & Risk Management

• Maintain organization-wide compliance with employment law, including FLSA, COBRA, ADA, and FMLA.
• Identify compliance risk proactively and correct process gaps before they become liabilities.
• Maintain strict confidentiality and sound judgment as the organization's resource for sensitive, high-priority workforce matters.

HR Team Leadership & Development

• Build, lead, and develop a forward-thinking HR team equipped to operate as strategic partners to the business.
• Coach and develop direct reports so they can independently guide site leaders through employee relations and performance issues.
• Set clear performance expectations for the HR team and hold the team accountable to measurable outcomes.
• Manage HR department operations, including recruiting, training, coaching, and performance management of HR staff.

Leadership & Management Capacity Building

• Strengthen the people-management skills of site and department leaders so they can manage performance and employee relations issues directly.
• Position HR as a strategic advisory function that leaders turn to for counsel and partnership, not as a substitute for leadership accountability.
• Design and deliver manager training on performance management, coaching, and employee relations fundamentals to build self-sufficient leaders.

Stakeholder Relationships

• Build direct, credible working relationships with site leaders, department heads, and executive leadership across all 9 clinical locations.
• Maintain working knowledge of the clinical and operational realities of each site and department to provide relevant, practical HR guidance.
• Represent HR in cross-functional planning and decision-making at the leadership level.

QUALIFICATIONS, KNOWLEDGE & SKILLS

• Education: Master's degree in Human Resources, Business Administration, Healthcare Administration, or a related field required, or an equivalent combination of education and experience.
• Experience: 7–10 years of progressive HR experience required, including proven leadership and supervisory experience.
• Specialized expertise leading the design, development, and execution of HR programs within a complex, highly regulated, or matrixed environment; healthcare or FQHC experience preferred.
• Demonstrated success coaching, mentoring, and developing HR professionals, and guiding operational managers through employee relations matters.
• SPHR, SHRM-CP, or SHRM-SCP certification highly preferred.
• Expert working knowledge of employment law and its practical application, including FLSA, COBRA, ADA, and FMLA.
• Proficiency in Microsoft Office Suite (Word, PowerPoint, Excel) and Google Workspace.

PHYSICAL REQUIREMENTS

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift up to 20–30 pounds at times.

Travel

Must be able to travel between Greater Baden Medical Services, Inc. locations as required.