Director HR at Cibola General Hospital – Grants, New Mexico

The Director of Human Resources serves as the senior-most HR leader for CGH, providing strategic direction and operational leadership for all human resource functions. With a small, high-performing HR team, this role is responsible for developing and executing HR strategies that support the hospital’s mission of delivering high-quality, compassionate care in a rural community.

The HR Director acts as a trusted strategic partner to the CEO, senior leadership team, and department managers. This position oversees talent acquisition, employee relations, compensation, benefits, compliance, workforce planning, employee engagement, and organizational development. The ideal candidate is a hands-on leader who can balance strategic vision with day-to-day execution in a resource-constrained, rural healthcare environment.

Strategic HR Leadership

• Serve as a member of the senior leadership team, providing expert HR counsel and partnering with the CEO and department leaders to align HR initiatives with the hospital’s strategic goals and operational needs.
• Develop and implement a comprehensive HR strategy focused on talent acquisition, retention, succession planning, and workforce development tailored to the unique challenges of a rural Critical Access Hospital.
• Lead workforce planning efforts to ensure adequate staffing for clinical and support services while managing labor costs effectively.

Talent Acquisition & Recruitment

• Oversee full-cycle recruitment and talent acquisition strategies, ensuring the hospital attracts and hires qualified clinical, technical, and administrative staff in a competitive rural market.
• Direct recruitment efforts, including sourcing, candidate experience, and partnerships with educational institutions, professional organizations, and community networks.
• Monitor recruitment metrics and implement creative solutions to reduce time-to-fill and improve quality of hire.

Team Leadership & Development

• Directly supervise and develop the HR support team, providing coaching, performance feedback, and professional growth opportunities.
• Foster a collaborative, high-performing HR department that delivers excellent service to the entire organization.
• Build HR capacity through process improvement, cross-training, and efficient use of technology.

Employee Relations & Engagement

• Provide leadership and guidance on complex employee relations issues, investigations, performance management, disciplinary actions, and conflict resolution.
• Champion employee engagement initiatives, recognition programs, and organizational culture efforts to improve retention and employee satisfaction in a rural healthcare setting.
• Oversee exit interview processes and analyze turnover data to identify trends and recommend retention strategies.

Compensation, Benefits & Compliance

• Administer and continuously improve the hospital’s compensation and benefits programs to ensure competitiveness, equity, and regulatory compliance.
• Ensure full compliance with all federal, state, and local employment laws, including FLSA, FMLA, ADA, HIPAA, TJC, and RHSC.
• Maintain and update HR policies, procedures, and employee handbooks; ensure consistent application across the organization.

HR Operations & Reporting

• Oversee HRIS, payroll interface, benefits administration, and HR record-keeping systems.
• Prepare and present regular HR dashboards and reports to senior leadership on key metrics including turnover, vacancy rates, staffing levels, employee engagement, and labor costs.
• Lead or participate in special HR projects related to workforce development, leadership training, and performance improvement.

Collaboration & Representation

• Collaborate closely with department leaders, the finance team, and clinical leadership to support operational goals.
• Represent the hospital in community HR networks, healthcare associations, and recruitment events.
• Serve as the primary point of contact for external agencies, legal counsel, and regulatory bodies on HR-related matters.

EDUCATION / EXPERIENCE REQUIRED

• Master’s degree in human resources, Business Administration, or a related field required.
• Minimum of 7 years of progressive HR experience, with at least 3–5 years in a leadership role (HR Manager or Director level).
• Prior experience in healthcare, preferably in a Critical Access Hospital, rural hospital, or small acute-care setting, is strongly preferred.
• Demonstrated success leading talent acquisition, employee relations, and compliance in a small-team environment.
• SHRM-SCP, SPHR, or equivalent senior HR certification is preferred.

REQUIRED SKILLS & ABILITIES

• Strong strategic thinking combined with hands-on execution ability in a lean HR department.
• Excellent leadership, coaching, and team development skills.
• Superior communication, interpersonal, and problem-solving abilities.
• Sound judgment and the ability to handle confidential and sensitive matters with discretion.
• Deep knowledge of employment law and healthcare regulatory requirements.
• Proficiency in HRIS systems, Microsoft Office Suite, and data analytics.
• Commitment to the mission of rural healthcare and serving underserved communities.

PHYSICAL DEMANDS

• Primarily office-based with regular movement throughout the hospital.
• Requires sitting, standing, walking, and the ability to lift up to 20 pounds.
• Frequent use of computer, telephone, and standard office equipment.
• Must be able to communicate effectively with employees at all levels.