Director of Human Resources

Role and Ownership
The Director will lead and work alongside the HR team, with direct responsibility for Employee Relations and benefits. Payroll is not included. Talent Acquisition remains a separate enterprise function. This role is designed for a hands-on builder-operator who can move from executive counsel and diagnosis into policy writing, program design, manager training, implementation, issue resolution, measurement, and continuous improvement.

Talent Acquisition partnership and ownership boundary. The Director of Human Resources must be a strong partner to Talent Acquisition while respecting the separate ownership model established for Envita. Collaboration and data exchange are required, but HR does not oversee or approve Talent Acquisition strategy, methodology, technology, budgets, metrics, or operation

Core Leadership Responsibilities
Advise executives and department leaders on employee, leadership, culture, organization, performance, compensation, compliance, and change matters; respectfully challenge decisions when risk, fairness, policy, or employee impact requires it.
Personally own complex Employee Relations matters from intake through resolution, including interviews, evidence review, credibility assessment, documentation, findings, corrective-action recommendations, communication, and follow-through.
Build and consistently implement HR programs across Envita Medical Centers, Vertisis Custom Pharmacy, Envita Interventional Radiology, telemedicine programs, Oncology Online, shared services, and future verticals.
Coach leaders to address issues early, apply policies consistently, strengthen performance, and retain appropriate accountability rather than transferring every people issue to HR.
Lead the HR team and partner closely with Legal, Finance, IT, Operations, Talent Acquisition, and other enterprise resources while preserving clear ownership and decision rights.
Translate strategy into written policies, usable tools, manager training, workflows, dashboards, adoption measures, and continuous improvement.

Required Evidence of Capability
Progressive HR leadership experience in a complex, multi-entity, multi-site, or rapidly changing healthcare or professional environment.
Direct, end-to-end ownership of complex Employee Relations matters and workplace investigations, including confident partnership with Legal and sound decisions within delegated authority.
Personally designed and implemented multiple HR programs with limited resources, including the written content, tools, leader training, rollout, adoption, measurement, and improvement.
Built or materially improved performance management and demonstrated measurable adoption, quality, and organizational impact.
Created leadership-development and learning practices that changed manager behavior or organizational capability.
Led succession planning, critical-role reviews, readiness assessment, and development planning.
Established policies, HR service standards, onboarding practices, HR dashboards, and consistent execution across different business units or employee populations.
Strong working knowledge of employment law, compliance, compensation administration, total rewards, HRIS data, confidentiality, and governance.
Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience. SHRM-SCP, SPHR, or comparable certification is preferred.
Leadership Profile
The strongest candidate will combine executive credibility with hands-on execution. They will be courageous, objective, discreet, patient-centered, and comfortable operating in an entrepreneurial, multidisciplinary healthcare setting. They will bring structure without bureaucracy, separate facts from assumptions, communicate difficult messages respectfully, and remain accountable until programs are adopted and problems are resolved.

Healthcare Context
Healthcare leadership experience is strongly preferred, particularly in oncology, specialty or compounding pharmacy, telemedicine, interventional radiology, outpatient care, chronic-disease care, integrative or functional medicine, precision medicine, or multidisciplinary provider practices. Experience in a primarily self-pay environment is valuable but not required. Deep payer or reimbursement expertise is not the focus; this role centers on the employee lifecycle, leadership effectiveness, and organizational performance.

Exceptional Success After One Year
Envita has a trusted, scalable HR function with clear governance, decision rights, service standards, executive reporting, and consistent execution across its verticals. Complex Employee Relations matters are handled promptly and defensibly by HR in direct partnership with Legal, while senior executives receive appropriate visibility without being routinely pulled into case management. Performance management, leadership and learning development, succession planning, policies, onboarding, compensation governance, total rewards, and SLAs are operational - with usable tools, manager adoption, reliable data, measurable results, and continuous im