Director, Human Resources (Hybrid)

    • Job Tracking ID: 618
    • Job Location: Lenexa, KS
    • Job Level: Any
    • Level of Education: BA/BS
    • Job Type: Full-Time/Regular
    • Date Updated: December 02, 2021
    • Years of Experience: 10 - 15 Years
    • Starting Date: ASAP
    • Marketing Job Title: Human Resources Director
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Job Description:


Children’s Hospital Association (CHA) is committed to advancing diversity, equity, and inclusion, working along four key fronts:

  • Within the CHA organization
  • Within the CHA children’s hospital membership
  • Within children’s hospitals and their communities via care delivery
  • Within the policymaking environment in Washington, DC

With children’s hospitals we strive to ensure organizational cultures where everyone feels valued and actively participates in the mission of our organizations. Racism stands firmly in the way of improving children’s health. We remain vigilant in our quest for a diverse and inclusive com­munity and in standing against racism and discrimination wherever it exists.


Children’s Hospital Association (CHA) is committed to the health and safety of our employees, vendors, and those we work with at and in support of our nation’s children’s hospitals. CHA requires all new hires, regardless of position or location, to be fully vaccinated. All new hires must have received two Pfizer or Moderna vaccinations or one Johnson & Johnson vaccination, in addition to completion of a two-week period after the final vaccination, prior to the first day of employment at CHA.


Visa sponsorship is not available for this position


CHA advances child health through innovation in the quality, cost, and delivery of care. Representing 220 members, CHA is the voice of our member hospitals nationally. These hospitals are essential providers, setting the standard for the highest quality pediatric care while training the next generation of pediatricians. With its members, CHA champions policies that enable pediatric hospitals to better serve children; leverages its position as the pediatric leader in data analytics to facilitate national collaborative and research efforts to improve performance; and spreads best practices to benefit the children of our nation. CHA has offices in Lenexa, KS, and Washington, DC.


The Director of Human Resources (HR) is responsible for directing the people functions of the company in accordance with the policies and practices of the company, the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The Director is also responsible for the strategic human resource planning to provide the company with the best people talent available and to position the company as a leader by being aware of policies, practices and trends.


  • Plans, develops, organizes, implements, directs and evaluates the company’s human resource function and performance.
  • Serves as a resource to employees regarding all aspects of HR including salary and benefit administration, recruitment, placement, employee development, employee relations and services, equal employment opportunity, etc.
  • Ensures compliance with all city, county, district, state and federal discrimination and employment regulations. Directs the recruiting process, maintains resumes and processes applications in accordance with federal and state laws.
  • Oversees and manages the design and development of compensation strategy and programs.
  • Participates with supervisors in the development of compensation recommendations, generally on a per position basis and provides guidance for internal equity and externally competitive salary recommendations. Oversees the exit procedure process. Conducts exit interviews.
  • Manages the learning and professional development of the organization’s workforce. Designs, develops, and implements corporate training programs to enhance employee performance through learning. Researches and suggests enhancements to existing training programs. Negotiates and manages contracts with vendors for third-party services.
  • Researches, recommends, and implements curriculum and new instructional or technological methods of learning to best meet the needs of the organization. Evaluates current learning programs, amending and revising programs as needed.
  • Evaluates the most appropriate use of internal or external resources to meet the learning and development needs of the organization. Analyzes, selects, and integrates technologies into the learning solution design.
  • Manages the company’s performance management process and related integration of software applications, including new-hire, mid-year, and year-end review processes for all employees.
  • Develops staffing strategies and implements plans and programs to identify talent within and outside the company for current and future open positions. Identifies appropriate and effective external sources for candidates for all levels within the company.
  • Develops programs to allow the company to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
  • Leads effective staffing for all divisions of the company by assisting management in determining staffing needs. Collects and examines detailed information about job duties, essential functions and competencies. Ensures jobs are properly classified, develops job descriptions, and revises as necessary.
  • Oversees the posting of employment opportunities internally and externally. Directs managers in the applicant recruitment and interview process (i.e. posting, recruiting outsourcing, screening, employment/education verification, corporate compliance checks, and related activities).
  • Develops, implements and refines hiring processes and procedures. Collaborates with hiring managers to design appropriate selection strategies including the use and analysis of application forms, interviews, and pre-employment testing. Coordinates the job offer process. Oversees the company orientation process.


  • Consults with legal counsel as appropriate and/or as directed by the CFAO/President on personnel and related matters.
  • Provides guidance to supervisors and employees on positive communications, basic employee relations issues and conflict management. Works with involved parties to facilitate a resolution to workplace issues. Prepares and/or reviews documentation of issues as appropriate.
  • Oversees the Progressive Discipline and Performance Improvement Plan process.
  • Creates company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees.


  • Ensures HR compliance with applicable laws and regulations by working with staff and outside consulting firms, keeping up to date on existing and emerging laws and trends, assessing company practices, and recommending necessary changes in policies, practices, and procedures. Oversees the maintenance and updates on internal bulletin boards to ensure legal compliance.
  • Maintains Employee Policy Manual and conducts regular reviews and updates to ensure compliance with current regulations.
  • Ensures all HR and other people-facing procedures comply with legal regulations and best practices
  • Decides and acts on initiatives for equal opportunity, diversity, etc.
  • Investigates and resolves EEO concerns, examines corporate practices for possible violations, and compiles and submits EEO statistical reports as required.
  • Oversees the "Careers" website section of the CHA website.
  • Oversees and maintains the compliance hotline process and responds to calls.


  • Provides guidance and direction to the payroll director in areas of mutual responsibility.
  • Coordinates wellness program in cooperation with CFAO.
  • Participates in the direction and administration of benefit programs to include health, retirement, disability and unemployment. Evaluates and recommends improvements to benefit programs.
  • Evaluates and recommends human resource outsourcing opportunities and identifies potential vendors.
  • Coordinates company safety efforts, including updating maintaining safety policy manual, leading safety committee participation and actions, drills and related training.
  • Leads and coordinates all activities related to staff ergonomic issues.
  • Collaborates with appropriate colleagues to provide safe and comfortable working environments for all employees.
  • Evaluates procedures and technology solutions to improve human resources data management.
  • Establishes and maintains professional rapport with other human resource professionals and participates as an active member in professional human resource organizations.
  • Plays an active role on the Culture Leadership Team or its successor and provides HR guidance for initiatives to assist in continual strengthening of company culture.
  • Oversees all receptionist and bistro responsibilities for the Kansas City office, including building security.


  • Leads direct reports with an understanding of how dynamics, personalities and talents work together to build a strong team.
  • Coaches, mentors and actively engages in professional development of staff by providing or supporting opportunities to broaden and enrich roles.
  • Exhibits integrity while building trust and rapport with staff to encourage honest conversations, conflict resolution and the appreciation of diversity. Fosters a spirit of teamwork and collaboration that results in better work.
  • Consciously demonstrates a workplace culture that is consistent with CHA’s and emphasizes the mission, vision and values.
  • Implements office procedures and protocols in accordance with organizational policies and promotes compliance leading by example.
  • Provides leadership by clearly communicating through all available channels. Facilitates methods to help team members report progress and evaluates results.
  • Works with direct reports to establish clear and manageable priorities and guides effective workload management.
  • Empowers and challenges staff through effective delegation and provides opportunities for growth, enabling greater ownership and contributions to results while promoting accountability.

Experience and Skills:

Any combination of education and experience providing the required skill and knowledge is qualifying. Typical qualifications would be equivalent to:

Bachelor’s degree in business administration or a related field required, emphasis on law or human resources; Master’s degree in human resources or equivalent experience required

Experience and Special Skills:

  • Minimum of ten years of experience in a senior Human Resources position
  • Experienced leader
  • Energetic, forward-thinking, and creative
  • Strong organizational skills, self-directed, "politically savvy" and a team player
  • Good educator, trustworthy, willing to share information and serve as a mentor
  • Must be intuitive, conceptual, and have good inductive reasoning skills
  • Keen ability to anticipate situations or events
  • Self-confidence to effectively work with and gain the respect of key decision makers
  • Understand and interpret market and competitive data
  • Excellent time management and organizational skills
  • Strong oral and written communication skills
  • Strong facilitating skills, experienced in resolving conflicts between different parties
  • Presentation skills
  • Communicate with employees at all levels of the company
  • Ability to work with highly confidential information
  • Problem-solving skills
  • Strong personal computer skills including knowledge of Microsoft Word, Excel, PowerPoint and Outlook applications
  • Working knowledge of HR enterprise systems
  • Ability to use HR metrics and analytics
  • Operational knowledge of Human resources regulations, laws and practices
  • Must place a high value on ideas, innovation, concepts and long-range thinking
  • High ethical standards and an appropriate professional image

Licenses / Certifications

  • SPHR Certification preferred

Physical requirements

  • Extensive periods of sitting and keyboard/computer work
  • Communicates in person, in writing, and over the phone or online via Teams, Zoom, etc.
  • May on occasion be required to lift packages up to 25 lbs. (modify if necessary)
  • Travel: Up to 10%
  • General office environment
  • Regular and predictable attendance

Direct reports

Manager, Human Resources; HR Coordinators