Make an Impact Where it Matters Most

Join Valle del Sol in our commitment to providing quality, culturally sensitive integrated primary care and behavioral health services to adults, children, and adolescents in need. Valle del Sol offers a diverse work environment, competitive pay and benefits, and the opportunity for training and advancement.

JOB SUMMARY & ESSENTIAL FUNCTIONS

The Director of Human Resources (HR Director) provides strategic and operational leadership for Valle del Sol’s Human Resources operations and employee lifecycle infrastructure. Reporting to the Chief Human Resources Officer (CHRO), the HR Director is responsible for ensuring the effective, compliant, and consistent delivery of HR services across the organization, including HR operations, payroll and benefits oversight, leave administration, compensation administration, job architecture, HR technology, training compliance, policy administration, HR compliance and audit readiness, employee communications, and workforce data and reporting.

The HR Director translates HR strategy into scalable processes, systems, controls, and service-delivery practices that strengthen the employee experience, support organizational effectiveness, mitigate risk, and ensure operational continuity. This position provides leadership to the HR operations team, establishes operational standards and performance measures, and leverages technology and data to improve HR service delivery and organizational decision-making.

Working collaboratively with the CHRO, Senior HR Business Partner, and other HR and organizational leaders, the HR Director ensures HR operational practices align with organizational priorities, employment laws, regulatory requirements, and Valle del Sol’s mission and values.

HR Operations & Employee Lifecycle

• Provide leadership and oversight for Human Resources operations across the employee lifecycle, ensuring efficient, consistent, compliant, and employee-centered service delivery.
• Develop, implement, monitor, and continuously improve HR processes, workflows, service standards, procedures, and internal controls.
• Oversee the HR Helpdesk and other HR service-delivery channels, establishing expectations for timely, accurate, and responsive employee and leader support.
• Oversee administrative processes related to onboarding, employment changes, transfers, promotions, compensation changes, status changes, and separations.
• Ensure employee records, personnel documentation, employment verifications, and other HR records are maintained accurately and in accordance with organizational and regulatory requirements.
• Identify opportunities to streamline, standardize, automate, and scale HR operations as organizational needs evolve.

Payroll, Benefits & Leave Administration

• Oversee payroll, benefits, retirement, and leave administration to ensure accurate, timely, compliant, and employee-centered service delivery.
• Operationalize benefit strategies and plan changes established in partnership with the CHRO, ensuring effective implementation, administration, communication, and employee support.
• Provide leadership and oversight to the Senior Payroll & Benefits Specialist responsible for day-to-day payroll processing and benefits administration.
• Establish and monitor controls supporting payroll accuracy, deductions, garnishments, retirement contributions, benefit elections, reconciliations, and regulatory compliance.
• Oversee annual open enrollment implementation, including system configuration, employee communications, vendor coordination, enrollment activities, and post-enrollment reconciliation.
• Oversee third-party leave and accommodation administration and ensure effective coordination among employees, leaders, vendors, payroll, and Human Resources.
• Monitor vendor performance, service levels, compliance, and employee experience and escalate significant issues or recommendations to the CHRO.
• Analyze payroll, benefits, and leave trends and provide recommendations regarding operational improvements, risks, and opportunities.

Compensation & Job Architecture

• Oversee administration and implementation of Valle del Sol’s compensation programs and practices in alignment with the compensation strategy and philosophy established by the CHRO.
• Conduct and oversee market analyses, benchmarking, job evaluations, and internal equity reviews to support competitive and equitable compensation practices.
• Maintain salary structures, pay ranges, job families, career levels, and other components of the organization’s compensation and job architecture.
• Develop compensation recommendations for new positions, promotions, market adjustments, internal equity considerations, and other compensation actions for review and approval in accordance with established authority.
• Oversee the development, review, classification, and maintenance of job descriptions to ensure alignment with organizational structure, job architecture, qualifications, and compensation practices.
• Monitor compensation trends, market competitiveness, pay practices, and internal equity and provide analysis and recommendations to the CHRO.
• Coordinate compensation review processes and ensure approved compensation actions are accurately documented and implemented within HRIS and payroll systems.

HR Technology, Data & Analytics

• Provide strategic oversight of Human Resources technology and HRIS administration, ensuring system integrity, data accuracy, security, workflow effectiveness, and appropriate utilization.
• Lead HR technology enhancements, integrations, automation initiatives, system configuration, and process-redesign efforts.
• Establish HR data-governance standards and quality controls to maintain reliable workforce information.
• Oversee HRIS access, permissions, workflows, and system administration in collaboration with assigned HR staff.
• Develop and monitor HR dashboards, key performance indicators, and workforce analytics related to turnover, retention, compensation, payroll, benefits, HR service delivery, compliance, and other organizational priorities.
• Analyze workforce and HR operational trends and translate data into actionable recommendations for the CHRO and organizational leadership.
• Evaluate HR technology and process-improvement opportunities that strengthen efficiency, accuracy, employee experience, and organizational capability.

HR Compliance, Policy & Audit Readiness

• Oversee the administration, review, and maintenance of HR policies, procedures, and the employee handbook in alignment with organizational requirements and direction established by the CHRO.
• Monitor federal, state, and local employment-law developments and coordinate operational changes necessary to maintain compliance.
• Establish and maintain HR compliance controls, review processes, documentation standards, and audit-readiness practices.
• Oversee personnel-record audits, employment-documentation reviews, compliance tracking, and corrective follow-up related to HR operational requirements.
• Serve as the primary HR operational lead for audits, accreditation reviews, regulatory requests, and compliance assessments involving HR records, systems, or employment documentation.
• Partner with the CHRO, Senior HR Business Partner, Compliance, Quality, Legal, and other organizational stakeholders to address identified HR compliance risks.
• Ensure HR records and processes remain organized, accurate, accessible, and audit-ready.

Training Administration & Compliance

• Oversee administration of the organization’s required training and training-compliance infrastructure in alignment with the learning and development strategy established by the CHRO.
• Ensure required training assignments, completion tracking, reporting, and compliance monitoring are effectively administered.
• Provide oversight to the HR & Training Coordinator responsible for training logistics, compliance tracking, and related administrative activities.
• Monitor training-compliance data and identify gaps, overdue requirements, or operational risks requiring intervention.
• Partner with organizational leaders, Quality, Compliance, and subject matter experts to ensure required training assignments remain current and aligned with regulatory, accreditation, contractual, and organizational requirements.
• Support audit readiness by ensuring required training records and documentation are accurate, complete, and accessible.

HR Communications & Employee Experience

• Oversee HR communications related to benefits, payroll, policies, employee programs, compliance requirements, HR processes, and operational changes.
• Ensure HR communications are timely, accurate, accessible, and consistent with organizational standards.
• Monitor employee inquiries, HR Helpdesk trends, service issues, and feedback to identify opportunities to improve the employee experience.
• Partner with the CHRO and organizational stakeholders on communication strategies supporting significant HR initiatives and changes.

HR Operational Performance & Continuous Improvement

• Establish and monitor HR operational goals, service standards, key performance indicators, and accountability measures.
• Evaluate HR processes, service delivery, technology utilization, compliance trends, and employee-service data to identify opportunities for improvement.
• Lead HR operational improvement projects and cross-functional initiatives requiring coordination across payroll, benefits, HRIS, compliance, and employee lifecycle processes.
• Develop sustainable processes and documentation that support business continuity, cross-training, and consistent service delivery.
• Provide regular operational updates, data, risk assessments, and recommendations to the CHRO.

Leadership & Team Development

• Provide direct leadership, coaching, performance management, and professional development to assigned HR team members, including the Senior Payroll & Benefits Specialist and HR & Training Coordinator.
• Establish clear roles, goals, service expectations, performance standards, and accountability measures for the HR operations team.
• Promote cross-training, knowledge transfer, succession readiness, and operational continuity across assigned HR functions.
• Foster a culture of service, accountability, collaboration, innovation, continuous improvement, and professional growth.
• Serve as a member of the HR leadership team and contribute to departmental planning, priorities, and organizational initiatives.
• Provide leadership continuity for HR operational functions in the absence of the CHRO, as delegated.

Professional Responsibilities

• Demonstrates leadership consistent with Valle del Sol’s mission, vision, values, and Emotional Quotients.
• Builds collaborative relationships with employees, leaders, executive leadership, vendors, external partners, and organizational stakeholders.
• Maintains confidentiality and exercises sound judgment when handling sensitive employee and organizational information.
• Participates in organizational committees, strategic initiatives, compliance activities, and performance-improvement efforts.
• Maintains current knowledge of employment law, compensation, payroll, benefits, HR technology, HR operations, compliance requirements, and emerging Human Resources practices.
• Performs other duties as assigned.

QUALIFICATIONS

Education

Required:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, Healthcare Administration, or a related field.

Preferred:

• Master’s degree in Human Resources, Business Administration, Organizational Leadership, Healthcare Administration, or a related field.

Experience

Required:

• Minimum seven (7) years of progressively responsible human resources experience.
• Minimum three (3) years of HR leadership experience with responsibility for multiple HR functions.
• Demonstrated experience in employee relations, HR operations, policy administration, HR technology, and employment compliance.
• Experience leading complex HR initiatives, process improvements, and organizational change.

Preferred:

• Experience overseeing payroll, benefits, leave administration, and HRIS functions.
• Experience within healthcare, behavioral health, nonprofit, or Federally Qualified Health Center (FQHC) environments.
• Experience managing HR vendors and outsourced HR services.
• Experience developing workforce analytics, HR dashboards, and executive-level reporting.
• Experience supporting organizational audits, regulatory reviews, or accreditation activities.

Licensure/Certification

Required:

• Arizona Level I Fingerprint Clearance Card or ability to obtain within five (5) business days of hire, if required.

Preferred:

• SHRM-SCP or SPHR certification.
• SHRM-CP or PHR certification.
• Additional certification or training in employee relations, benefits, HR technology, employment law, or organizational development.

Other Requirements

• Must be at least 18 years of age.
• Must be authorized to work in the United States.
• Must successfully complete all pre-employment and ongoing employment screening requirements.
• Must have the ability to travel between Valle del Sol locations as needed.

KNOWLEDGE, SKILLS, AND ABILITIES

• Comprehensive knowledge of Human Resources operations, payroll, benefits, leave administration, compensation, job architecture, HR technology, policy administration, and HR compliance.
• Strong knowledge of federal, state, and local employment laws and regulatory requirements applicable to Human Resources operations.
• Knowledge of compensation benchmarking, internal equity analysis, job evaluation, salary structures, and market-pricing methodologies.
• Ability to translate Human Resources strategy into scalable operational processes, systems, controls, and service-delivery practices.
• Ability to develop, implement, evaluate, and continuously improve HR policies, workflows, procedures, and operational systems.
• Ability to analyze workforce and HR operational data, identify trends, develop meaningful performance measures, and translate findings into actionable recommendations.
• Ability to lead complex HR projects, technology implementations, process improvements, and organizational initiatives.
• Strong leadership, coaching, mentoring, delegation, and team-development skills.
• Strong project-management, analytical, critical-thinking, problem-solving, and decision-making skills.
• Strong written, verbal, presentation, facilitation, and interpersonal communication skills.
• Ability to build trusted relationships and collaborate effectively with employees, leaders, executives, vendors, and external partners.
• Ability to exercise sound judgment, maintain confidentiality, and manage sensitive employee and organizational information with professionalism and integrity.
• Advanced proficiency with HRIS platforms, payroll systems, Microsoft Office applications, and HR technology.
• Ability to communicate effectively with employees, leaders, vendors, and community partners.
• Ability to maintain accurate documentation and ensure compliance with organizational policies and applicable regulatory requirements.
• Ability to work effectively in a multidisciplinary and cross-functional team environment.
• Commitment to providing inclusive, respectful, culturally responsive, and employee-centered Human Resources services.

WORKING CONDITIONS & PHYSICAL REQUIREMENTS

Work Environment

This position may operate in clinical, office, or community settings including clinics, administrative offices, outreach locations, client homes, partner agencies, and community sites. Employees may interact with individuals experiencing behavioral health challenges, emotional distress, or complex social needs. Standard safety precautions and personal protective equipment (PPE) may be required as applicable.

Physical Requirements

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Typical requirements may include:

• Sitting, standing, walking, bending, and reaching for extended periods
• Operating computers, mobile devices, and standard office or clinical equipment
• Travel to various Valle del Sol locations or community sites when required
• Lifting or moving materials or equipment up to 25 pounds

Schedule & Travel

Work schedules may vary based on program needs and may include evening or weekend hours. Some positions may require local travel between Valle del Sol sites or community locations.

Equipment

Employees may operate standard office, clinical, and communication equipment including computers, phones, printers, electronic health record systems, laptops, and mobile devices.

COMPLIANCE REQUIREMENTS

Employees must maintain compliance with all Valle del Sol policies and applicable regulatory requirements, which may include:

• Licensure, certification, credentialing, and/or privileging requirements applicable to the position.
• Required immunizations and occupational health clearances.
• Tuberculosis (TB) testing and Hepatitis B screening or declination, when applicable.
• Arizona Level I Fingerprint Clearance Card when required by law or program.
• Valid driver’s license and acceptable driving record when operating a vehicle for company business.
• Completion and maintenance of required training, certifications, and continuing education.

Failure to obtain or maintain required credentials, clearances, or compliance requirements may impact eligibility for employment or continued assignment in the role.

Equal Opportunity Employer

Valle del Sol is an Equal Opportunity Employer and considers all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or veteran status. Valle del Sol is committed to providing a work environment free from discrimination and harassment.

Reasonable Accommodations Statement

To perform this job successfully, an individual must be able to perform the essential functions of the position. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform these functions.

If you require a reasonable accommodation to apply for a position or to participate in the interview process, please contact us at VdSHR@valledelsol.com.

Additional Information

This job description has been reviewed to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities or a contract of employment. Management reserves the right to modify, add, or remove duties as necessary.

Applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Benefits

• 401(k)
• 401(k) matching
• Medical Insurance
• Dental Insurance
• Vision Insurance
• Paid Life Insurance
• Paid Disability Insurance
• Paid time off
• Employee assistance program
• Employee discount
• Professional development assistance
• Referral program
• Particpation in the NHSC Loan Repayment Program for qualifying positions!