Director of Human Resources - Workforce Experience

Join a Mission-Driven Organization as our Director of Workforce Experience

 

At Presbyterian Homes & Services, we’re more than a leading provider of senior living and care—we’re a values-driven organization with a bold commitment to cultivating a workplace where employees are inspired, supported, and empowered to thrive.

We are currently seeking a Director of Workforce Experience, a pivotal leadership role that blends strategic vision with hands-on impact to shape the employee experience across our organization. This individual will serve as a trusted advisor to senior leadership, directly support corporate leaders as an HR Business Partner (HRBP), and lead innovative workforce and culture initiatives across our growing multi-site enterprise.

 

The Director of Workforce Experience is a strategic and operational leader responsible for guiding and empowering Corporate, Regional and Field HR partners throughout PHS.  This role deploys and ensures a consistent, high-impact approach to talent management, employee relations, experience, workforce strategy, and risk mitigation in alignment with PHS’s organizational goals and values. As a champion of culture and employee experience, the Director plays a central role in shaping, sustaining, and evolving a value-driven workplace where employees can thrive and deliver a safe and enriching environment for our residents. This position works primarily onsite at our Home Office in Roseville, MN, with approximately 10% travel. 

 

In this role, you will be responsible for:

 

Strategic HR Leadership  

• Provide direct leadership, mentorship, and accountability to Regional HR Directors (RDHRs), corporate HR Managers, and Traveling HR Managers ensuring high-quality, consistent HR partnership across PHS. Align and deploy PHS’s HR goals and practices with organizational strategy, growth initiatives, and core values. 

• Serve as the HR Business Partner to identified corporate clients delivering strategic counsel and coaching in areas such as workforce planning, experience, organizational design, talent development, and change leadership.   

• Act as a central integrator within the broader OneHR organization—bringing the voice of the employee to HR leadership while ensuring cross-functional collaboration with teams such as Talent Management, Total Rewards, Technology, Employee Relations, Compliance, Absence Management, Talent Acquisition and Learning and Development. 

Culture, Engagement & Employee Experience 

• Champion the organization’s Christian values and people-centered culture, modeling and embedding core behaviors into leadership practices, operations, and people programs. 

• Continuously assess and strengthen employee experience and engagement at all levels, ensuring inclusivity, purpose, and alignment with mission.  Leads and champions the Voice of the Employee for PHS, actively seeking input and equipping the organization to live into our Employee Promise. 

• Ensure safety, respect, and compliance are embedded in the culture, and visibly supported through recognition, communication, and practice.  

• Collaborate with Communications and Learning teams to integrate culture into onboarding, leadership development, and internal communication strategies. Designed HR liaison to Communication. 

• Serve as a change management partner and demonstrate strong change and transition management in practice to ensure clear, engaging communication and consistent adoption of key initiatives across the organization.   

Workforce Insights & Strategic Analytics 

• Leverage Workforce dashboards, business intelligence tools, and employee feedback (e.g., surveys, retention data) to identify trends, inform decisions, and shape strategy. 

• Translate insights into actionable strategies that improve engagement, reduce turnover, and enhance leader effectiveness. 

• Serve as a thought partner to leaders by bringing data-backed perspectives to decision-making.

Functional Leadership and Governance 

• Lead the RDHR and HR Functional Work Group (FWG) , ensuring organizational consistency, accountability, and alignment in decentralized HR practices.  Enables and equips the team for consistent delivery and deployment.  

• Collaborates with HR leadership subject matter experts and partners with the Director of TM to oversee the design and development of HR training and education, and supports orientation, ongoing development, and performance management related to HR-delegated or dotted-line responsibilities at the site level. 

• Responsible for cascading and delivering strong HR orientation to leaders across PHS.  

Activate Talent, Performance & Workforce Strategy 

• Operationalize and deploy organization-wide initiatives designed by Talent Management such as performance management, succession planning, and leadership development. Ensure consistent adoption across organization by coaching RDHR’s and leadership.  

• Enable RDHRs to be strategic advisors activating talent review and workforce planning processes as developed by Talent Management.  Partner to align organizational structure needs and change readiness.   

• Deploy workforce strategy and HR support for new campus openings and other strategic expansions, partnering with overall workforce planning and ensuring alignment and readiness of HR systems, staffing, and site leadership support. 

• Using strong business acumen, partner and influence strategic inputs to drive organizational strategies today and for the future. 

Employee Relations & Complaint Resolution 

• Support RDHR’s in resolving employee relations issues with a focus on proactive risk mitigation, culture alignment, and values-based leadership. 

• Accountable for low risk investigations and employee complaint resolution.  Deploying and ensuring consistency in practice of investigation toolkits and performance management.  Coaching managers on corrective action.  

• Partner with Director of HR Strategy & Compliance, and legal, on high-risk matters, complex investigations, and policy development to ensure fairness, consistency, and compliance across the organization.  Supporting RDHR’s, who have a dotted line reporting structure for high-risk investigations and complaints to the Director of Compliance and Strategy.   

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree or HR certification (e.g., SPHR, SHRM-SCP, CHHR) preferred.
• 10+ years of relevant, progressive HR experience, including 5+ years leading HR Business Partners. Health care and multi-state experience strongly desired.
• Ability to mainly work onsite in Roseville, MN, with approximately 10% travel.
• Proven ability to partner with senior leaders as a strategic HR partner.
• Strong background in employee relations, talent strategy, and culture-building in a complex, multi-site organization.
• Experience using HRIS, engagement platforms, and analytics tools to drive insights to action.
• Exceptional interpersonal, coaching, and influence skills; high emotional intelligence.
• Excellent communication, problem-solving, and interpersonal skills.
• Ability to work effectively with cross-functional teams, including regional HR leadership.
• Demonstrated ability to read, write, speak, and understand the English language to communicate with all customers.
• Demonstrated compatibility with PHS’ mission and operating philosophies.

The estimated starting pay range for this role is $140,000 -160,000 per year. This good faith estimate is based upon PHS’s typical starting pay range for this role. Actual pay range depends on many factors including each individual employee’s qualifications and market conditions and is subject to change.

Full-time benefits-eligible employment begins at a minimum of 30 hours per week:

• Health, and dental, including applicable HSA & FSA
• Employer Contribution to HSA for eligible Health Plans
• Life insurance (AD&D)
• Retirement, with eligibility for an employer match
• Holiday pay and extended sick

Full and Part-time benefits-eligible employment working between 20-29 hours per week:

• Vision insurance
• Voluntary short-term & long-term disability
• Accident & hospitalization coverage
• Education assistance programs

All employees:

• Accrue PTO (Paid time off)
• Same-day pay
• Employee assistance program (EAP)
• College partnership educational discounts
• Access to Learn to Live Resources

Based in St. Paul, Minnesota–Presbyterian Homes & Services (PHS) is a nonprofit, faith-based organization providing a broad array of high-quality housing choices, care options and services for older adults. There are over 7,500 team members like you at PHS, serving more than 26,000 older adults through 60+ PHS-affiliated senior living communities in Minnesota, Iowa and Wisconsin, and through Optage® and other community services. PHS is also co-owner of Genevive®, the largest geriatric primary care practice in MN, providing comprehensive care for over 15,000 older adults.

An Innovative Leader: Established in 1955, PHS has earned the reputation as an Innovative Leader dedicated to promoting independence, purposeful living, and overall well-being. PHS is now one of the largest nonprofit senior housing and services providers in the US.

Our strong focus on our employees, means we are committed to an environment where you are valued and empowered to make a difference. With a strong commitment to team growth from within, roughly 80% of leadership roles are filled through the development of people like you. To learn more about PHS culture, benefits and team development, we invite you to visit the "Careers" section of our website.

Let's get you started.

PHS is an EEO/AA employer. All applicants will receive consideration for employment regardless of their race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, or status with regard to public assistance.