Director, Human Resources and Organizational Development

Rutland Region Medical Center

Rutland Regional Medical Center has provided quality healthcare for over 125 years. It opened on September 6, 1896, with ten beds and one nurse. Due to overcrowding, a new 155-bed hospital was built on Allen Street, opening on October 4, 1958. The upgraded facility featured intercoms, in-room washbasins, and deluxe rooms with private telephones for $30 per day.

Rutland Regional Medical Center is Vermont’s largest community hospital, with over 1,700 employees and 256 healthcare providers across 37 specialties. It is recognized for quality care, Magnet® Nursing, and serves southern and central Vermont and eastern New York with comprehensive medical services.

Important Facts & Figures

• Established: September 6, 1896
• Number of Licensed Beds: 145
• Emergency Department Visits: 33,968
• Number of Births: 292
• Rehabilitation Visits (Physical, Occupational, Speech Therapy): 25,674
• Medical and Radiation Oncology Visits: 19,385
• Outpatient Registrations: 276,065
• Inpatient Admissions: 6,350
• Free Care: $6,616,116
• Medical Staff: 325
• Medical Specialties: 43
• Employees: 1,693
• Volunteers: 184
• Volunteer Hours Contributed: 30,149
• President: Judi Fox
• Rutland Regional Board Chair: Denise Clark

Purpose of the Position

Rutland Regional Medical Center (RRMC) is seeking an experienced, dynamic, and innovative Director of Human Resources and Organizational Development to lead and enhance their human resources operations. Reporting to the Vice President of Human Resources, this role is instrumental in delivering exceptional HR services and driving initiatives that support RRMC’s mission, vision, and strategic objectives. The Director will oversee the full spectrum of HR functions while helping foster a culture of employee engagement, service excellence, and continuous learning and leadership development. This role will consistently seek to enhance efficiency and optimize the use of resources and modern technologies, while promoting a highly supportive environment where staff can thrive and perform at their best. This is a highly visible, onsite leadership role critical to both day-to-day operations and long-term succession planning.

Key Responsibilities

Human Resources Leadership & Operations

• Lead all core HR functions including talent acquisition, compensation, benefits, HRIS, leave management, employee and labor relations, compliance, and policy administration.
• Ensure consistent, fair, and transparent implementation of HR policies and processes that align with RRMC’s mission and values.
• Serve as a key partner to senior leadership and department heads, providing guidance on employee relations, performance management, and workforce planning.
• Oversee and ensure compliance with federal, state, and local employment laws, as well as accreditation standards.
• Drive process improvement initiatives to enhance HR service delivery, leveraging new technologies such as the upcoming HRIS/benefits platform implementation and Phenom talent management software.
• Lead strategic workforce planning efforts that address the evolving needs of a multi-generational workforce.

Employee Engagement & Service Excellence

• Champion a culture of service excellence by fostering an environment where employees feel valued, supported, and empowered.
• Partner with leadership to ensure employees at all levels are engaged, developing, and aligned with RRMC’s strategic goals.
• Support the design and implementation of employee engagement initiatives, including the annual Employee Engagement Survey and action planning.
• Drive initiatives that differentiate RRMC as the employer of choice in the region through innovative employee programs and benefits offerings.

Talent Management & Succession Planning

• Build and maintain robust talent pipelines by helping identify and develop high-potential employees for leadership roles.
• Partner with leaders to help implement effective succession planning strategies that ensure organizational continuity and sustainability.
• Provide mentorship and coaching to staff to encourage leadership growth and career advancement.

Organizational Development & Learning

• Lead organizational development initiatives in partnership with the Senior Director of Education and Clinical Excellence and their team.
• Support leadership development programs and onboarding initiatives that encourage a culture of learning and professional growth.
• Collaborate with key stakeholders to promote evidence-based leadership practices that engage and empower employees.
• Support service line and departmental leaders with change management strategies and organizational effectiveness initiatives.

Budget & Resource Management

• Develop and manage the HR department’s budget, ensuring alignment with organizational goals and responsible resource allocation.
• Oversee capital and operational expenditures within HR and OD areas.

Compliance, Risk Mitigation, and Employee Advocacy

• Ensure RRMC’s HR policies and practices meet legal, regulatory, and accreditation requirements.
• Provide proactive leadership in mitigating risks related to labor relations, employee grievances, and compliance.
• Foster an environment where employees feel safe reporting concerns, and where leadership is responsive and supportive.

The Candidate

Qualifications and Requirements

• Master’s degree in Human Resources Management, Business Administration, Organizational Development, or a related field is required.
• HR professional certification (SHRM-SCP, SPHR) strongly preferred.
• Minimum of 10 years of progressive human resources leadership experience, including at least 5 years at a Director level within healthcare.
• Experience leading HR operations in a healthcare environment is required.
• Working knowledge of all HR functional areas with an emphasis on EEOC laws and requirements, federal and state employment laws, immigration requirements and ADA required.
• Demonstrated experience in HRIS systems and benefits platform implementation; familiarity with Phenom software is a plus.
• Expertise in employee and labor relations, workforce planning, and succession planning.
• Proven ability to balance operational excellence with strategic innovation.
• Strong interpersonal and relationship-building skills with the ability to engage with employees and leaders at all levels.
• High emotional intelligence and personal integrity; approachable, accountable, and transparent leadership style.
• Strong analytical skills with the ability to use data to drive decision-making.
• A track record of successfully leading initiatives that foster employee engagement, service excellence, and leadership development.

Education

• Master’s degree in Human Resources Management, Business Administration, Organizational Development, or a related field is required.

Media Links

• Hospital Website
• Strategic Plan
• Annual Report

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