HR Director - 11894

The HR Director serves as the senior Human Resources leader supporting a hospital, with locations in Broward and Palm Beach counties.This individual will function as a strategic advisor to hospital executive leadership while ensuring leaders have access to the full capabilities of Organization's HR organization.Success requires balancing enterprise consistency with the unique needs of one of the Organization's most visible and specialized hospitals.

Have you got the right qualifications and skills for this job Find out below, and hit apply to be considered.
What Success Looks LikeThe successful candidate will:Build trusted relationships with hospital executives and physician leaders.Become an integral member of the hospital leadership team.Anticipate organizational challenges before they become HR issues.Translate business strategy into workforce strategy.Coach leaders through complex organizational and employee situations.Influence decisions through data, business acumen, and credibility.Leverage enterprise HR resources to deliver consistent, high-quality solutions.Help leaders navigate change while maintaining a strong employee experience.Balance operational urgency with long-term organizational capability.
Leadership EnvironmentThe Children's Hospital leadership team values:CollaborationTransparencyAccountabilityService excellenceInnovationRelationship-based leadershipThe HR Director should be comfortable engaging executive leaders as a peer and consultant rather than functioning primarily as a policy expert or transactional problem solver.
Candidate ProfileThe ideal candidate possesses:Executive PresenceAble to establish immediate credibility with senior executives, physicians, and operational leaders.Confident enough to challenge thinking respectfully while maintaining trusted relationships.
Strategic Business AcumenDemonstrates an understanding that HR decisions should support operational, financial, workforce, and patient care objectives.Able to connect workforce strategy to organizational performance.
Change LeadershipHas successfully led organizations through significant transformation.Comfortable operating in environments where expectations continue to evolve.Helps leaders embrace change rather than simply react to it.
Organizational ConsultingThinks systemically.Looks beyond individual employee issues to identify broader organizational opportunities.Uses influence more often than authority.
Relationship BuilderDevelops strong partnerships across:Hospital OperationsNursingPhysician LeadershipFinanceQualityHR Centers of Excellence
AnalyticalComfortable using workforce metrics and organizational data to guide recommendations and measure outcomes.
Healthcare ExperienceHealthcare experience is strongly preferred, particularly within large, integrated health systems.However, the Organization recognizes that exceptional strategic HR leaders may come from other highly regulated, service-oriented, matrixed organizations with sophisticated HR functions.Candidates should demonstrate experience operating within environments characterized by:Complex stakeholder relationships24/7 operationsProfessional workforcesHigh accountabilitySignificant regulatory oversightMission-driven culturesHealthcare knowledge can be learned. Strategic consulting capability, executive influence, and organizational leadership are more difficult to develop and will receive greater consideration during candidate evaluation.
Cultural FitThe successful candidate is likely someone who:Is naturally curious.Builds credibility through listening before prescribing.Operates with humility while projecting confidence.Enjoys solving ambiguous organizational challenges.Thinks enterprise-first while advocating effectively for local leadership.Can move fluidly between strategic discussions and operational execution.Values collaboration over hierarchy.Is energized by helping leaders succeed.
Search PrioritiesWhen evaluating candidates, please prioritize demonstrated evidence of:Executive partnership with senior operational leadersStrategic HR business partnershipOrganizational change leadershipWorkforce planning and organizational effectivenessRelationship-building abilityHealthcare experiencePediatric experience
Who Will Not Be Successful in This Role:An HR leader who primarily identifies as a policy expert rather than a business advisor.Someone who waits to be brought problems instead of proactively identifying opportunities.A leader who relies on positional authority instead of influence and relationships.Someone uncomfortable with ambiguity or an evolving operating model.An individual who prefers to solve problems independently rather than leveraging enterprise Centers of Excellence and Shared Services. xzbcwsv A candidate who struggles to balance local hospital priorities with enterprise consistency.