Director of People & Talent

Description

Florida Urology Partners (FLUP)

Location: Tampa, Florida — Corporate Office

Work Arrangement: On-Site | Full-Time

Reports To: Chief Executive and Financial Officer

Position Summary

Florida Urology Partners is seeking an accomplished, strategic, and highly trusted Director of People & Talent to lead the organization’s human resources, talent, employee relations, compliance, and people operations functions.

This position will serve as a key member of the organization’s leadership team and will be responsible for developing and executing a comprehensive strategy that supports organizational growth, employee retention and engagement, regulatory compliance, and a high-performing workplace culture.

The ideal candidate will bring significant healthcare human resources experience within a complex organization of at least 200+ employees, with a strong understanding of the unique employment, regulatory, compliance, and workforce considerations of healthcare organizations in Florida.

The Director of People & Talent must be equally comfortable operating at the strategic and tactical levels—from advising executive leadership on workforce strategy and organizational development to ensuring accurate payroll and benefits administration, managing employee relations matters, interpreting employment regulations, and maintaining impeccable HR records and processes.

This is a fully on-site position based at the Florida Urology Partners Corporate Office in Tampa, Florida. This is not a remote position.

Requirements

Core Responsibilities

People Strategy & Organizational Leadership

• •Develop and implement a comprehensive People & Talent strategy aligned with FLUP’s organizational goals, growth objectives, and culture.
• •Serve as a trusted advisor to the CEO/CFO, COO and operational leaders on workforce planning, organizational structure, employee relations, talent strategy, and people-related risk.
• •Establish scalable HR infrastructure, policies, procedures, and processes to support a growing healthcare organization.
• •Partner with leadership to identify workforce needs, organizational gaps, succession planning opportunities, and talent-development priorities.
• •Promote a culture of accountability, professionalism, collaboration, respect, and employee engagement.
• •Develop programs and initiatives designed to attract, retain, develop, and recognize high-performing Team Members.
• •Support organizational change initiatives and effectively communicate people-related changes throughout the organization.

Employee Relations & Workplace Culture

• •Serve as a senior resource for complex employee relations matters, including investigations, performance management, disciplinary actions, workplace complaints, accommodations, leaves of absence, and employment separations.
• •Maintain a fair, consistent, and legally sound approach to employee relations across all FLUP locations and departments.
• •Foster a positive workplace environment in which Team Members feel respected, valued, heard, and supported.
• •Partner with managers to strengthen leadership capability, communication, accountability, and performance-management practices.
• •Conduct and/or oversee confidential workplace investigations and provide appropriate recommendations to leadership.
• •Maintain strict confidentiality regarding employee and provider, compensation, medical, performance, investigation, and organizational information.
• •Develop strategies to proactively identify workplace concerns and mitigate employee-relations risk.

Employment Law, Regulatory Compliance & Risk Management

The Director will be expected to possess intimate working knowledge of federal and Florida employment regulations and healthcare-related workplace requirements, including, but not limited to:

• •Fair Labor Standards Act (FLSA)
• •Family and Medical Leave Act (FMLA)
• •Americans with Disabilities Act (ADA)
• •Equal Employment Opportunity requirements
• •Title VII and applicable federal anti-discrimination laws
• •Florida employment regulations and requirements
• •Occupational Safety and Health Administration (OSHA)
• •Workers’ Compensation
• •Florida Department of Health requirements, as applicable to the workforce
• •Workplace safety and occupational risk management
• •Employee classification and wage/hour compliance
• •Employment documentation and record retention
• •Leave administration and reasonable accommodations
• •Background screening and employment eligibility requirements
• •Applicable healthcare workforce compliance requirements

Responsibilities include:

• •Maintain organizational compliance with applicable federal, state, and local employment laws and regulations.
• •Monitor regulatory developments and proactively advise leadership regarding changes that may affect FLUP.
• •Identify, assess, and mitigate employment-related organizational risk.
• •Develop and maintain HR policies and procedures consistent with current regulatory requirements.
• •Partner with legal counsel, insurance carriers, risk-management resources, and other external advisors when appropriate.
• •Maintain appropriate documentation related to employee relations, investigations, workplace incidents, and compliance matters.
• •Coordinate and/or oversee OSHA, workers’ compensation, workplace safety, and related risk-management activities.

HRIS, Payroll & Total Rewards Administration

• •Demonstrate advanced proficiency with Paylocity or comparable enterprise HRIS platforms.
• •Maintain accurate employee records, organizational structures, compensation information, benefits information, and employment documentation.
• •Oversee and/or coordinate payroll processes to ensure accuracy, timeliness, and compliance.
• •Partner with Finance and leadership regarding payroll reconciliation, reporting, compensation changes, and payroll-related issues.
• •Oversee administration of:
• •Health and welfare benefits
• •Retirement plans
• •PTO and leave programs
• •Employee deductions
• •Benefit eligibility
• •Open enrollment
• •New-hire benefits
• •Employee changes and terminations

• •Serve as a resource to employees regarding benefits, payroll, retirement, and other total-rewards matters.
• •Utilize HRIS reporting and analytics to provide leadership with actionable workforce insights.

Talent Acquisition & Workforce Development

• •Develop and oversee talent-acquisition strategies for clinical, administrative, operational, and leadership positions.
• •Partner with hiring managers to establish appropriate job descriptions, qualifications, compensation considerations, and recruitment strategies.
• •Ensure a consistent, professional, and compliant candidate experience.
• •Develop onboarding programs that effectively integrate new Team Members into FLUP’s culture and operations.
• •Establish talent-development initiatives, including leadership development, career pathways, performance management, and succession planning.
• •Identify opportunities to strengthen retention and reduce avoidable turnover.

Performance Management

• •Lead the development and administration of the organization’s performance-management process.
• •Establish clear expectations and accountability standards for Team Members and leaders.
• •Partner with managers on performance improvement plans and difficult performance conversations.
• •Ensure performance-management practices are applied consistently and fairly throughout the organization.
• •Support leadership in identifying high-potential Team Members and development opportunities.

Policy, Process & HR Infrastructure

• •Develop, implement, and periodically review employee policies, procedures, handbooks, and HR-related documentation.
• •Ensure policies remain compliant with evolving federal and Florida requirements.
• •Establish standardized HR processes across FLUP’s locations.
• •Create and maintain appropriate HR metrics, dashboards, and reporting.
• •Identify opportunities to improve efficiency, employee experience, compliance, and operational consistency.
• •Maintain accur