Assistant Director, Human Resources

National Jewish Health; Denver (CO); On-site; USD 135,000 - 180,000; Full time

Job summary

A leading healthcare organization in Denver seeks an Assistant Human Resources Director to support HR practices and foster a high-performance culture. The ideal candidate will have at least 5 years of HR experience, including supervision, and be familiar with compliance in healthcare settings. This role includes managing HR staff, guiding recruitment strategies, and ensuring regulatory compliance while driving a positive workplace culture.

Benefits

Comprehensive Medical Coverage

Paid Time Off

Dental & Vision Plans

403(b) Retirement Savings

Tuition Reimbursement

Child Care Assistance

Loan Forgiveness

Disability & Life Insurance

Exclusive Discounts

Qualifications

• A minimum of 5 years of related human resources experience is required.
• Prior experience in healthcare or an academic setting preferred.
• PHR or SPHR certification preferred.

Responsibilities

• Manage and develop an effective HR staff.
• Provide coaching and support to managers on employment laws.
• Oversee HR Generalists and ensure efficient processes.
• Support the Talent Acquisition team with recruitment strategy.

Skills

Leadership communication

Employee relations

Recruitment strategy

Regulatory compliance

Coaching

Talent management

Education

Bachelor’s Degree

Tools

HR technology systems

Job description

Position Summary

The Assistant Human Resources Director supports and implements HR practices and objectives that foster a high-performance culture. This role provides leadership and direction for the Recruiting, HR Business Partner, and Training & Development functions. The Assistant Director collaborates with leaders across the institution to align HR strategies with organizational goals, ensure compliance with employment laws, and build a positive, engaging workplace culture.

Essential Duties

• Manages and develops an effective staff: providing effective communication, leadership, guidance, and resources. Determines staff qualifications and competency: recruits, interviews, selects, hires, trains, orients, mentors, evaluates, coaches, counsels, disciplines, and rewards. Establishes and monitors staff safety and regulatory compliance.
• Oversees the Human Resource Generalists, ensuring they provide consultation and guidance on employee relations, performance management, and organizational effectiveness while promoting consistent application of HR policies and strict adherence to federal, state, and local employment laws.
• Provides coaching and support to managers and leaders, strengthening their ability to lead teams, resolve issues effectively, and foster accountability and engagement, while also advising them on compliance with wage and hour standards, FMLA, ADA, FLSA, and other applicable regulations.
• Partners with the Training Director to design and implement programs that enhance leadership skills, build organizational capability, and support employee growth and career development, ensuring that all training meets institutional standards and complies with regulatory and accreditation requirements.
• Supports the Talent Acquisition team with the recruitment strategy and workforce planning efforts of the institution, ensuring innovative approaches are used to attract, hire, and retain high-quality and diverse talent, while maintaining compliance with all applicable federal and state laws.
• Leads and participates in the development of HR policies and programs. Works collaboratively with key stakeholders to assess the impact of policies and practices and make recommendations to address areas of inconsistency or practice improvement.
• Monitors compliance with employment-related laws and regulations, identifies opportunities to streamline HR processes, leverages HR technology, and utilizes HR data to support organizational decision-making and regulatory reporting obligations.
• Proficient at implementing processes and HR technology that are flexible, consistent, and strike the right balance between the efficiencies of standardization and unique business needs. Continuously look for opportunities to streamline, collect, and utilize HR data, improve delivery and understanding of core HR processes.

Competencies

• Accountability: Accepts full responsibility for self and contribution as a team member; displays honesty and truthfulness; confronts problems quickly; displays a strong commitment to organizational success and inspires others to commit to goals; demonstrates a commitment to National Jewish Health.
• Business Acumen: Using economic, financial, market, and industry data to understand and improve business results; using one’s understanding of major business functions, industry trends, and own organization’s position to contribute to effective business strategies and tactics.
• Champion of Change: Facilitating the implementation and acceptance of change within the workplace. Cooperates with others to accomplish common goals; works with employees within and across his/her department to achieve shared goals; treats others with dignity and respect and maintains a friendly demeanor; values the contributions of others.
• Creativity and Innovation: Applies creative problem-solving skills to develop solutions to problems; recognizes and demonstrates the value in taking “smart” risks and learning from mistakes; develops multiple alternatives and understands the feasibility of each; effectively shares and implements his/her ideas. Generates innovative solutions in work situations; tries different and novel ways to deal with work problems and opportunities.
• Decision Making: Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences.
• Drive for Results: Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.
• Informing and Communicating: Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.
• Initiative: Taking prompt action to accomplish objectives; taking action to achieve goals beyond what is required; being proactive.
• Managing Conflict: Dealing effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension or conflict between two or more people. Addresses conflicts by focusing on the issues at hand to develop effective solutions when disputes or disagreements occur; helps others resolve conflicts by providing impartial mediation when needed.
• Talent Management for Leaders: Clearly establishes and communicates expectations and accountabilities; monitors and evaluates performance; provides effective feedback and coaching; identifies development needs and helps employees address them to achieve optimal performance.

Supervisory or Managerial Responsibility: Manages up to 6 employees

Travel: None

Core Values

• Be available to work as scheduled and report to work on time.
• Be willing to accept supervision and work well with others.
• Be well groomed, appropriately for your role and wear ID Badge visibly.
• Be in compliance with all departmental and institutional policies, the Employee Handbook, Code of Conduct and completes NetLearning by due date annually.
• Promotes a workplace culture based on mutual respect and merit, where all individuals are treated fairly and provided with equal opportunity to contribute to the mission and goals of the institution.
• Adheres to safe working practices and at all times follows all institutional and departmental safety policies and procedures.
• Wears appropriate PPE as outlined by the infection control policies and procedures.
• Demonstrates compliance with all state, federal and all other regulatory agency requirements.

Minimum Qualifications

• Education: Bachelor’s Degree required.
• Work Experience: A minimum of 5 years of related human resources experience, employee relations experience, and recruitment experience within a Human Resources department, including supervision required. Prior experience in healthcare or an academic setting preferred.
• Special Training, Certification or Licensure: PHR or SPHR preferred

Salary Range: $135,674.89 - $179,430.05

Benefits

• Comprehensive Medical Coverage: Multiple Cigna health plans for Colorado, regional office and remote employees. Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) available to pair with some plans.
• Paid Time Off: Generous PTO accruals to use for vacation and sick days, and six paid holidays, all compliant with Colorado state sick leave regulations.
• Dental & Vision Plans: Coverage effective the first of the month after hire.
• Retirement Savings: 403(b) plan with employer contributions after two years.
• Wellness Incentives: Earn up to $200 annually for preventive health activities.
• Tuition Reimbursement: Up to $5,250 annually for full-time and part-time employees.
• Child Care Assistance: Childcare Flex Spending Account (FSA) with annual employer contribution.
• Loan Forgiveness: Public Service Loan Forgiveness (PSLF) eligible employer.
• Disability & Life Insurance: Employer-paid plans and optional buy-up choices.
• Voluntary Benefits: Full suite of coverage options such as Accident, Hospital Indemnity and Legal Plan
• Exclusive Discounts: Savings on local services, insurance, and RTD bus passes.