Princeton Orthopaedic Associates, P.A. · 3 days ago
Human Resources Director
Princeton, NJ
Full-time
Onsite
Director/Executive
$145K/yr - $160K/yr
10+ years expPrinceton Orthopaedic Associates (POA) is a community of extraordinary care professionals serving Central New Jersey since 1974. The HR Director serves as a strategic business partner responsible for developing and executing the vision for the Human Resources function across multiple locations, overseeing all aspects of people management and ensuring alignment with business objectives.
Health CareHealth DiagnosticsMedical
Hiring Manager
Nan Isenberg
Responsibilities
Create and execute the strategic vision for the HR function aligned with POA's business goals and values
Serve as a member of the leadership team, actively participating in strategic planning and organizational decision-making that translates into HR strategy and programs that align with business objectives
Develop long-term workforce planning initiatives (3–5-year planning horizon) to support practice growth and evolution
Lead organizational design efforts and restructuring initiatives as practice scales
Drive cultural initiatives that reinforce POA's values of compassion, quality, collaboration, and excellence
Establish and maintain consistency across the organization for how employees are evaluated, promoted, and compensated
Design and implement a unified performance management program that ensures fairness, transparency, and alignment with organizational goals
Create equity and consistency in HR practices across all locations and departments
Establish clear criteria and processes for hiring, promotions, merit increases, and advancement opportunities
Design and oversee total rewards philosophy and compensation strategy to ensure market competitiveness and internal equity for clinical and administrative functions
Lead comprehensive workforce planning to forecast staffing needs across clinical and administrative functions
Analyze workforce demographics, turnover trends, and labor market conditions to inform strategic decisions
Partner with department leaders to build talent pipelines for future organizational needs
Develop succession planning programs for key leadership and specialized clinical roles
Create talent acquisition strategies for hard-to-fill positions (specialized clinical staff, etc.)
Implement retention strategies targeting high-performers and critical roles
Provide strategic oversight and direct involvement in complex employee relations issues
Conduct or oversee sensitive workplace investigations involving leadership or complex matters
Advise senior leadership on employee relations risks, conflict resolution, and organizational dynamics
Develop strategies to enhance employee engagement, satisfaction, and workplace culture
Design and implement change management initiatives during organizational transitions
Foster a culture of accountability, continuous improvement, and open communication
Lead and develop the HR team, including direct supervision of HR Manager
Establish HR policies, procedures, and best practices that support a compliant and high-performing workplace
Oversee compliance with federal and state employment laws across all locations
Manage HR budget and resource allocation
Ensure effective use of HRIS systems (Paylocity) and HR technology to drive efficiency and data-driven decision-making
Review and approve HR metrics, analytics, and reporting to leadership
Design and implement a unified performance management program that brings consistency to evaluations across the organization
Establish clear performance standards, competencies, and evaluation criteria for all roles
Train managers on effective performance conversations, goal setting, and feedback delivery
Create calibration processes to ensure fairness and reduce bias in performance ratings
Link performance outcomes to compensation decisions, promotions, and development opportunities
Implement continuous feedback mechanisms and regular check-ins to supplement annual reviews
Develop leadership training programs for physicians, managers and key non-medical team members
Create learning and development initiatives that build organizational capability
Qualification
Required
10+ years of progressive HR leadership experience, with at least 5 years in a strategic HR leadership role
Proven experience creating and executing HR strategy in growing organizations (200-500 employees)
Deep knowledge of federal and state employment laws (NJ-specific experience required)
Demonstrated success implementing organization-wide performance management and compensation programs
Experience managing multi-location workforce across diverse functions
Strong business acumen with ability to partner effectively with senior leadership
Proven ability to handle complex employee relations matters with sound judgment
Experience leading and developing HR teams
Bachelor's degree in human resources, business administration, organizational development, or related field
Preferred
Healthcare or medical practice environment experience
Senior-level HR certification (SHRM-SCP or SPHR)
Master's degree (MBA, MHRM, or related advanced degree)
Knowledge of healthcare compliance, credentialing, and regulatory requirements
Experience implementing HRIS systems and leveraging HR analytics
Additional certifications in organizational development, change management, or compensation
Company
Princeton Orthopaedic Associates, P.A.
Orthopaedic Surgery Princeton NJ Princeton Orthopaedic Associates specializes in Orthopaedic Surgery and Sports Medicine.
201-500 employees
Funding
Current Stage
Growth StageLeadership Team
Bill Hyncik
Chief Executive Officer
Company data provided by crunchbase