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Senior Human Resources

Senior Human Resources

CORALVITA Healthcare GroupRichardson, TX, United States
2 days ago
Job type
  • Full-time
Job description

Company Description

CORALVITA Healthcare Group operates a Long-Term Acute Care Hospital (LTACH) and provides leadership across diverse post-acute care settings. The organization specializes in caring for patients who require extended, specialized treatment beyond what traditional hospitals offer. By leveraging technology, data, and strong partnerships with hospitals, physicians, and communities, CORALVITA delivers high-quality outcomes and smooth care transitions. Combining clinical expertise with strategic innovation, the company enhances patient experiences, supports care team success, and drives organizational excellence, all grounded in a commitment to ethical, patient-centered care.

Reports To : Chief Executive Officer

Department : Corporate Administration / Human Resources

Position Summary

The Senior Human Resources oversees the strategic and operational management of all HR functions

related to employee benefits, compensation, and total rewards across the healthcare organization.

Reporting directly to the CEO, this role serves as a key business partner to the executive

team—balancing fiscal responsibility with a strong focus on employee engagement, retention, and

compliance within a mission-driven healthcare environment. This individual ensures that the organization's pay and benefits programs are equitable, competitive, and aligned with organizational goals, industry benchmarks, and regulatory requirements.

Key Responsibilities

Strategic Leadership

  • Serve as the CEO's primary advisor on all human capital matters related to compensation,

benefits, and workforce cost strategy.

  • Lead the design and execution of a comprehensive total rewards strategy that supports

    • recruitment, retention, and performance across hospital facilities and service lines.

  • Partner with Finance and Operations to align compensation structures and benefits costs with

    • organizational budgets and market trends.

  • Collaborate with the executive team to integrate workforce planning and pay strategy into growth

    • initiatives (acquisitions, expansions, new programs).

    Compensation Management

  • Develop and maintain job architecture, salary structures, and pay bands for all hospital and

    • corporate roles.

  • Conduct ongoing compensation analyses, market benchmarking, and internal equity reviews

    • across clinical, administrative, and leadership roles.

  • Oversee annual merit and bonus cycles, including budgeting, modeling, and executive approval

    • processes.

  • Design and manage incentive and recognition programs for both clinical and non-clinical staff.

    • Benefits Administration

  • Lead the evaluation, negotiation, and management of all employee benefits programs (health,

    • dental, vision, life, disability, retirement, EAP, and wellness).

  • Partner with insurance brokers, TPAs, and benefit consultants to ensure cost-effective plans and

    • high employee value.

  • Oversee open enrollment, employee communications, and benefits compliance (ERISA, ACA,

    • COBRA, FMLA).

  • Evaluate and implement new benefit offerings that enhance well-being and support the

    • healthcare workforce (childcare support, mental health resources, flexible scheduling, etc.).

    Compliance & Risk Management

  • Ensure compliance with all federal and state labor laws and regulations related to pay equity,

    • wage & hour, and benefits.

  • Maintain rigorous documentation and audit controls for salary administration and benefits

    • programs.

  • Serve as a liaison to legal counsel on matters relating to employment, compensation, or benefits

    • compliance.

    Data, Systems & Reporting

  • Oversee HRIS systems to ensure accurate compensation and benefits data.
  • Provide regular reporting to the CEO and Board on total rewards metrics, benefits cost per

    • employee, turnover trends, and pay equity data.

  • Use analytics to recommend proactive adjustments and identify workforce cost-saving

    • opportunities.

    Culture & Employee Relations

  • Support a people-first culture that values transparency, fairness, and professional growth.
  • Partner with leadership to communicate benefits and rewards programs clearly and effectively to

    • all staff.

  • Lead with empathy and a deep understanding of the challenges faced by healthcare

    • professionals.

    Qualifications

    Education & Certifications

  • Bachelor's degree in Human Resources, Business Administration, Healthcare Management, or

    • related field required.

  • Master's degree or HR certification (SHRM-SCP, SPHR, CCP, or CBP) strongly preferred.

    • Experience

  • Minimum of 8–10 years of progressive HR experience, including specializing in benefits and

    • compensation.

  • Prior experience in healthcare or hospital operations is required (multi-facility or system

    • experience strongly preferred).

  • Proven ability to design and implement total rewards strategies that balance cost control with

    • competitive positioning.

  • Experience working directly with executive leadership and / or Boards of Directors.

    • Skills & Competencies

  • Deep knowledge of healthcare compensation models, pay-for-performance structures, and

    • clinical role benchmarking.

  • Strong command of HR compliance, including FLSA, ERISA, HIPAA, and pay equity laws.
  • Financial acumen to interpret and present cost analyses and compensation data.
  • Exceptional interpersonal, leadership, and communication skills.
  • High degree of discretion and ethical judgment.

    • Performance Metrics

  • Market competitiveness of compensation & benefits programs
  • Year-over-year benefits cost control and ROI
  • Turnover and retention in key roles
  • Internal equity and compliance audit results
  • Employee engagement scores related to pay & benefits
  • Timeliness and quality of annual compensation and benefits cycles

    • Ideal Profile

    This role is ideal for a strategic HR leader who combines a data-driven approach with a mission-driven

    mindset. They are comfortable reporting directly to the CEO, collaborating across finance, operations,

    and clinical leadership, and shaping the employee experience for a modern healthcare organization.

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