Director, Human Resource Operations Partner

Arthur J. Gallagher · Philadelphia · $90,000 (stated in the posting)

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We are dedicated to improving the lives we touch through the delivery of high-quality care and exceptional service. As a leading provider in the long-term care industry, we believe in fostering a collaborative, inclusive and supportive work environment where every team member is valued and empowered to make a difference. Whether you're an experienced professional or just starting your career, we offer opportunities for growth, development, and advancement in a range of roles. Join us in our mission to enhance the well-being of our patients and residents while making a meaningful impact in the communities we serve.

Position Summary:

The Market Human Resource Director serves as "The Guardrail" within the POD Model for HR operations and communication. Operating in close partnership with the Senior HR Director, this role owns enterprise regulatory compliance, labor relations, risk management, and policy enforcement across assigned PODs.  The Market HR Director fosters the growth of local-level expertise among Center Leadership and People Strategy Partners, enabling them to confidently drive their own operational strategies and decision-making processes.  As People Strategy Partners (PSPs) and Center Administrators execute local turnover root-cause analyses and center-specific retention plans, the Market HR Director ensures that all creative retention strategies strictly align with organizational goals, labor laws, employment regulations, and policy standards.

Key Responsibilities:

• Partners with Market team to mentor Center Leadership and PSPs in cultivating local-level expertise to foster greater operational autonomy and decision-making capabilities.
• Serve as the official compliance steward, establishing clear operational boundaries so that localized retention initiatives deployed by PSPs remain compliant.
• Serve as the primary escalation point for severe, high-risk employment issues arising within assigned PODS and Markets.
• Protect the organization against legal exposure and labor disputes by maintaining consistent policy interpretation across PODs and Markets.
• Supports and assists with interviewing and hiring of new PSPs, as well as onboarding.
• Partners with PSPs, Center Leaders, and Market Teams to validate and implement  effective utilization of Genesis tools, resources, and best practices that reduce turnover and  establish a patient-focused, high-quality service culture within each center. 
• Review with Market Advisor all localized financial retention incentives proposed within Center 

Retention Plans, including wage scale changes, shift differentials, sign-on/retention bonuses.

• Prevent internal equity discrepancies, wage/hour violations, and non-compliant compensation structures across PODs.
• Enforce the strict prohibition against PSPs or center leadership creating localized HR forms or HR policies.
• Ensure standardized root-cause analytical tools and Center Retention Plan templates are uniformly implemented across all PODs/Markets.
• Manage and resolve formal EEOC complaints, critical wage and hour discrepancies, and union organizing activity in conjunction with subject matter experts.
• Creates and/or leverages enterprise learning and development  programs, initiatives, and resources that provide internal development opportunities for PSPs, Center Leaders and employees. 
• Analyzes and uses HR/People data to understand Market level trends and  influence strategy. 
• Consults with Market leaders on critical capability  and capacity gaps, short-and long-term talent needs, compensation, organization effectiveness,  employee development requirements, and labor management strategies. 
• Works alongside Market leaders to champion a high performance culture within the Market by defining and managing key performance indicators  within departments to enhance performance management and foster continual improvement activities. 
• Bolsters Market and Center achievement by encouraging follow through and accountability discussions with pertinent team members.
• Host regular "Compliance State of the Union" session to share audit findings transparently and enable immediate course correction across assigned PODs/Markets.
• Host regular Retention Plan Reviews, evaluating center performance with each PSP and POD Lead.
• Participate in executive alignment briefings with Corporate HR Leadership and the Senior HR Director to review regulatory updates and coordinate field support.
• Co-own "The Retention Hub" Intranet repository, ensuring centralized access to retention tools, compliance reports, and standard templates.

Specific Educational/Vocational Requirements:

• Completion of a bachelor’s degree program or equivalent experience.
• PHR preferred.
• A minimum of five to seven years of relevant human resource experience is required.
• Candidates must possess working knowledge of multiple human resource disciplines, including compensation practices, employee relations, diversity, performance management, and federal and state employment laws.

• Variable compensation plans
• Tuition, Travel, and Wireless Service Discounts
• Employee Assistance Program to support mental health
• Employee Foundation to financially assist through unforeseen hardships
• Health, Dental, Vision, Company-paid life insurance, 401K, Paid Time Off
• Free 24/7 virtual health care provided by licensed doctors for all Anthem medically enrolled employees and their immediate family members
• On-Demand Pay Program that allows for instant access to a portion of the money you’ve already earned

We also offer several voluntary insurances such as:

• Pet Insurance
• Term and Whole Life Insurance
• Short-term Disability
• Hospital Indemnity
• Personal Accident
• Critical Illness
• Cancer Coverage

Restrictions apply based on collective bargaining agreements, applicable state law and factors such as pay classification, job grade, location, and length of service.

Position Summary:

The Market Human Resource Director serves as "The Guardrail" within the POD Model for HR operations and communication. Operating in close partnership with the Senior HR Director, this role owns enterprise regulatory compliance, labor relations, risk management, and policy enforcement across assigned PODs.  The Market HR Director fosters the growth of local-level expertise among Center Leadership and People Strategy Partners, enabling them to confidently drive their own operational strategies and decision-making processes.  As People Strategy Partners (PSPs) and Center Administrators execute local turnover root-cause analyses and center-specific retention plans, the Market HR Director ensures that all creative retention strategies strictly align with organizational goals, labor laws, employment regulations, and policy standards.

Key Responsibilities:

• Partners with Market team to mentor Center Leadership and PSPs in cultivating local-level expertise to foster greater operational autonomy and decision-making capabilities.
• Serve as the official compliance steward, establishing clear operational boundaries so that localized retention initiatives deployed by PSPs remain compliant.
• Serve as the primary escalation point for severe, high-risk employment issues arising within assigned PODS and Markets.
• Protect the organization against legal exposure and labor disputes by maintaining consistent policy interpretation across PODs and Markets.
• Supports and assists with interviewing and hiring of new PSPs, as well as onboarding.
• Partners with PSPs, Center Leaders, and Market Teams to validate and implement  effective utilization of Genesis tools, resources, and best practices that reduce turnover and  establish a patient-focused, high-quality service culture within each center. 
• Review with Market Advisor all localized financial retention incentives proposed within Center 

Retention Plans, including wage scale changes, shift differentials, sign-on/retention bonuses.

• Prevent internal equity discrepancies, wage/hour violations, and non-compliant compensation structures across PODs.
• Enforce the strict prohibition against PSPs or center leadership creating localized HR forms or HR policies.
• Ensure standardized root-cause analytical tools and Center Retention Plan templates are uniformly implemented across all PODs/Markets.
• Manage and resolve formal EEOC complaints, critical wage and hour discrepancies, and union organizing activity in conjunction with subject matter experts.
• Creates and/or leverages enterprise learning and development  programs, initiatives, and resources that provide internal development opportunities for PSPs, Center Leaders and employees. 
• Analyzes and uses HR/People data to understand Market level trends and  influence strategy. 
• Consults with Market leaders on critical capability  and capacity gaps, short-and long-term talent needs, compensation, organization effectiveness,  employee development requirements, and labor management strategies. 
• Works alongside Market leaders to champion a high performance culture within the Market by defining and managing key performance indicators  within departments to enhance performance management and foster continual improvement activities. 
• Bolsters Market and Center achievement by encouraging follow through and accountability discussions with pertinent team members.
• Host regular "Compliance State of the Union" session to share audit findings transparently and enable immediate course correction across assigned PODs/Markets.
• Host regular Retention Plan Reviews, evaluating center performance with each PSP and POD Lead.
• Participate in executive alignment briefings with Corporate HR Leadership and the Senior HR Director to review regulatory updates and coordinate field support.
• Co-own "The Retention Hub" Intranet repository, ensuring centralized access to retention tools, compliance reports, and standard templates.

Specific Educational/Vocational Requirements:

• Completion of a bachelor’s degree program or equivalent experience.
• PHR preferred.
• A minimum of five to seven years of relevant human resource experience is required.
• Candidates must possess working knowledge of multiple human resource disciplines, including compensation practices, employee relations, diversity, performance management, and federal and state employment laws.

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