Competitive base salary, plus the opportunity to earn an annual performance bonus of 10-15% (TBD).

Job Location:

Coral Gables, Florida 33146

Location Transition:

The position will transition to Miramar, Florida 33025 by the end of November 2026. Position Summary The HR Director serves as MediPath's senior local Human Resources leader and is responsible for establishing, leading, and continuously developing the organization's HR function. Reporting to the General Manager and serving as a member of the leadership team, the HR Director provides strategic and operational HR counsel, exercises independent professional judgment on workforce matters, and translates MediPath's organizational priorities into effective people, leadership, and workforce practices. The HR Director advises the General Manager and departmental leaders on workforce planning, organizational design, talent acquisition and retention, employee relations, performance management, compensation and benefits, leadership development, policy, regulatory requirements, and organizational culture. The Director also helps establish clear ownership, decision rights, responsibilities, and handoffs among MediPath, MSO Employee Services, Legal, Compliance, Quality, and laboratory leadership. The successful candidate will bring substantial HR leadership experience, sound knowledge of federal and Florida employment practices, and a demonstrated ability to advise executives, coach managers, lead organizational change, and manage sensitive workforce matters. Experience in a clinical laboratory, healthcare, life sciences, or another regulated environment is strongly preferred. Key Responsibilities The responsibilities below describe the primary expectations of the role and may be adjusted as organizational needs develop. HR Leadership and Organizational Effectiveness

• Serve as MediPath's senior local HR leader and a regular member of leadership and manager meetings, providing HR perspective on workforce, employee relations, organizational structure, and people management.
• Develop and execute an HR plan aligned with MediPath's operating priorities, staffing requirements, anticipated growth, and organizational changes.
• Advise the General Manager and leadership team on organizational design, role clarity, workforce capacity, succession planning, leadership capability, retention risk, and change implementation.
• Establish and monitor HR measures, including turnover, retention, vacancies, time to fill, attendance, employee relations, onboarding, and required training completion, and use the findings to advise leadership.
• Work closely with MSO Employee Services, Legal, Compliance, Quality, and laboratory leadership to establish and continually refine clear ownership, decision rights, responsibilities, and handoffs across shared HR, employee relations, compliance, policy, and workforce processes. Employee Relations and Management Counsel
• Serve as the primary local HR advisor to leaders and managers on employee relations, attendance, performance, disciplinary matters, workplace conduct, organizational structure, staffing, and retention.
• Assess sensitive workforce matters independently, recommend and implement appropriate action within established authority, and escalate material legal, compliance, or organizational risk when necessary.
• Lead or oversee workplace investigations, maintain appropriate documentation, and coordinate with Legal or Compliance when a matter requires specialized review.
• Coach managers and supervisors in effective feedback, employee development, corrective action, conflict management, and consistent application of workplace policies.
• Develop, review, update, and implement HR policies and Standard Operating Procedures, including attendance and other procedures affecting employees and HR operations. Talent Performance and Workforce Development
• Develop workforce plans with the Office of the General Manager and departmental leaders based on laboratory staffing requirements, business priorities, and anticipated growth.
• Lead talent acquisition and retention strategy, including recruitment for specialized clinical and technical roles, candidate assessment, onboarding, employee engagement, and retention planning.
• Establish and oversee a reliable onboarding process with the Technical Laboratory team and other departments, including employment documentation, required authorizations, system access, orientation, assigned training, and timely follow-through.
• Establish and maintain performance management processes and advise leaders on goal setting, performance feedback, development planning, succession, and corrective action.
• Identify workforce and leadership development needs and coordinate appropriate learning, coaching, or development resources.
• Maintain accountability for completion of required employee training and work with managers to address missed deadlines or recurring compliance gaps. HR Operations and Shared Services
• Partner with departmental leaders and MSO Employee Services to establish and maintain payroll responsibilities, controls, review processes, and timely submission of accurate payroll information.
• Oversee payroll exceptions within the role's authority and provide guidance and training to leaders responsible for payroll inputs and approvals.
• Oversee employee benefits communication and open enrollment support in coordination with MSO Employee Services and benefits counselors.
• Coordinate

FMLA, ADA

accommodation, and other employee leave processes with MSO Employee Services, Legal, and management, as appropriate, and maintain timely, confidential documentation.

• Maintain secure administrative oversight of physician employment agreements and coordinate with Legal, Finance, and leadership regarding approved terms, compensation, PTO, bonuses, renewals, and amendments.
• Coordinate independent contractor agreements with Legal and leadership, maintain required documentation, and support appropriate review of worker classification before engagement.
• Establish and maintain centralized, secure oversight of personnel files, employment agreements, payroll and benefits documentation, training records, and other HR records, with access limited to authorized personnel.
• Oversee employee authorization and access processes for new hires and role changes through the company's designated systems and portals.
• Maintain confidentiality of employee, physician, payroll, benefits, and other sensitive personnel information at all times. Laboratory Workforce Compliance
• Partner with Technical Laboratory leadership, Quality, Legal, and Compliance to support personnel-related requirements associated with

OSHA, CLIA, HIPAA, CAP

accreditation, workplace safety, and employee health.

• Support accurate and timely maintenance of personnel qualifications, licenses, required training, competency documentation, employee health records, and other workforce records needed for audits or accreditation reviews.
• Monitor developments in federal and Florida employment requirements and recommend updates to HR policies, practices, and manager guidance.
• Apply privacy and information-security requirements to HR records and workforce processes, including role-based access and minimum-necessary use of confidential information. Education
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, Labor Relations, Healthcare Administration, or a related field required.
• Master's degree in Human Resources Management, Business Administration, Labor Relations, Organizational Development, Healthcare Administration, or a related discipline preferred. Professional HR Experience
• Eight or more years of progressive professional HR experience, including employee relations, HR operations, talent management, performance management, workforce planning, and organizational development.
• At least three years in HR leadership, senior HR business partner, or comparable role advising executives and senior operational leaders.
• Demonstrated experience exercising independent judgment on complex employee and workforce matters, leading or overseeing investigations, interpreting policy, identifying risk, and recommending appropriate action.
• Experience establishing or professionalizing an HR function, supporting a reorganization, or working through significant organizational growth or change is strongly preferred.
• Experience in a clinical laboratory, healthcare, life sciences, manufacturing, or another regulated environment is strongly preferred.

Professional Certification Senior-level professional certification, such as SHRM-SCP or SPHR, is preferred. SHRM-CP, PHR, or another recognized HR credential may be considered when accompanied by substantial strategic HR leadership experience. Candidates should demonstrate continued professional development and current knowledge of HR practices and employment requirements. Required Knowledge and Capabilities

• Working knowledge of federal and Florida employment laws and requirements, including FLSA, ADA, FMLA, wage and hour rules, equal employment opportunity, workplace safety, employee health, personnel recordkeeping, and confidentiality.
• Familiarity with the workforce implications of healthcare and clinical laboratory requirements, including OSHA, CLIA, HIPAA, and CAP accreditation.
• Ability to advise senior leaders, communicate difficult decisions clearly, coach managers, and build credibility across operational and professional groups.
• Experience with HR information systems, applicant tracking systems, payroll and benefits platforms, workforce reporting, and secure records management.
• Strong business judgment, discretion, analytical ability, project management, and written and verbal communication skills.

Information Security and Confidentiality HIPAA Security Level High The position requires access to confidential employee, physician, payroll, benefits, and limited health-related information necessary to perform assigned responsibilities. Access must remain limited to authorized systems and the minimum information necessary for the work. General Requirements All listed requirements describe the minimum education, knowledge, skills, and experience necessary to perform the role proficiently. This job description is not an exhaustive statement of duties, responsibilities, or requirements. The employee may be assigned other job-related duties by the General Manager, subject to applicable law and reasonable accommodation requirements.

Pay:

$110,000.00 - $130,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Employee assistance program Employee discount Flexible spending account Health insurance Health savings account Life insurance Paid time off Relocation assistance Retirement plan Vision insurance

Work Location:

In person