TO APPLY:

• Please email a Resume and Cover Letter in a PDF or Word document to careersatphcmt@gmail.com.
• Please address your desire to work at PHC in your Cover Letter, as well as your experience in Human Resources and any health center experience you have.
• Incomplete applications will be disqualified.

 

FLSA Status: Exempt (Not subject to overtime provisions of the Fair Labor Standards Act)

Located halfway between Yellowstone and Glacier National Parks and home to the University of Montana, Missoula is an academic center situated in an outdoor enthusiast’s paradise. Depending on the season, you can hike, ski, fish, float rivers, ride mountain bikes, or just sit back and marvel at the surrounding scenery. Join us in scenic, sophisticated, and service-oriented Missoula!

Partnership Health Center (PHC), 2019 and 2022 winner of the Employer of Choice Award for Missoula, and 2022 winner of the Montana Employer of Choice Award, offers impeccable, integrated services to over 18,000 individuals and families. A 14-site, Federally Qualified Health Center, PHC fulfills its mission through the provision of a full range of primary care services – medical, dental, behavioral health, and an on-site pharmacy with a dedication to attending to the social determinants of health. Please visit our website to see what we are all about.

Partnership Health Center (PHC) is currently in the process of separating from Missoula County, with completion expected by the end of this year. As a result, our employee benefits package will be changing as early as January 1, 2026. This position will be hired directly by Partnership Health Center, Inc. and not eligible for Missoula County benefits.

DEFINITION:

Provides strategic leadership and expertise in human resources management, organizational development, and workforce planning at Partnership Health Center (PHC). Works closely with the Chief Financial Officer (CFO) and Executive Leadership Team to oversee comprehensive HR services. Represents PHC HR internally and externally at key meetings, conferences, and hearings.

REPRESENTATIVE EXAMPLES OF WORK:

(The following are intended to illustrate typical duties; they are not all-inclusive or restrictive.)
Leads and manages the Human Resources Department, including recruitment, onboarding, labor relations, benefits, training, and compliance functions.

Aligns HR strategies with PHC’s mission, values, and long-term organizational goals to support clinical and operational excellence.

Provides expert guidance on employment law, HR policy, and labor contracts to department heads, supervisors, and executive leaders.

Develops and oversees implementation of HR policies, procedures, and initiatives to support a compliant, high-performing workplace culture.

Leads PHC’s collective bargaining efforts, supports contract administration, and advises on labor relations strategies.

Directs performance management systems, classification and compensation programs, and employee development planning.

Oversees PHC’s self-insured risk management program including general liability, property coverage, safety, workers’ compensation, and health benefits.

Leads PHC’s organizational development efforts and provides strategic guidance during periods of change, restructuring, or expansion.

Partners with department leaders on succession planning, talent pipeline development, and internal career mobility.

Facilitates leadership training and staff development initiatives aligned with operational needs and employee growth.

Drives Diversity, Equity, and Inclusion (DEI) initiatives across PHC to promote a respectful, inclusive, and culturally responsive environment.

Implements people analytics tools and HR metrics to inform decision-making, improve services, and track workforce trends.

Leads digital transformation efforts within HR including evaluation and implementation of HRIS systems and self-service platforms.

Ensures PHC complies with all local, state, and federal laws, including ADA, EEOC, FMLA, HIPAA, and the Montana Human Rights Act.

Manages grievance processes, conflict resolution, and complex personnel issues in collaboration with legal counsel.

Monitors department expenditures and prepares and administers annual HR and training budgets.

OTHER DUTIES:

Oversees the administration of training funds and develops workforce training plans.

Administers PHC’s Employee Assistance Program (EAP) and serves as liaison with provider(s).

Manages background screening and credentialing processes in partnership with the Director of Employee Relations.

Presents HR and workforce reports to the Board of Directors and Executive Leadership Team.

Performs other duties as assigned.

SUPERVISION RECEIVED: Reports to the Chief Financial Officer (CFO) and collaborates with the Executive and Senior Leadership Teams.

SUPERVISION EXERCISED:  Provides leadership and direction to the HR department, including HR managers, specialists, analysts, and administrative staff. May oversee other divisions or departments as assigned.

WORKING RELATIONSHIPS:  Interacts frequently with senior leaders, department heads, staff, legal counsel, vendors, and union representatives. Contacts involve advising on HR strategies, resolving complex personnel issues, negotiating agreements, and fostering a healthy work environment.

REQUIRED KNOWLEDGE, SKILLS & ABILITIES:

KNOWLEDGE:  Advanced knowledge of strategic human resource management, public sector HR practices, and workforce development. In-depth understanding of state and federal employment laws (e.g., ADA, FLSA, FMLA, ADEA, EEOC, Montana Human Rights Act). Extensive knowledge of benefits, compensation, employee wellness, and risk management. Familiarity with collective bargaining, contract negotiation, and labor law. Strong understanding of HRIS systems, data privacy, and employee records management. Knowledge of DEI strategies and culturally responsive human resource practices. Working knowledge of the principles and practices of HIPAA compliance. Working knowledge of the PHC Corporate Compliance Guidelines.

SKILLS:  High-level proficiency with Microsoft Office Suite and HRIS software. Skilled in conflict resolution, negotiation, mediation, and coaching. Strong written and verbal communication skills, with the ability to convey complex legal and HR concepts clearly. Skilled in interpreting labor contracts and navigating grievance processes. Proficient in developing and delivering training and professional development programs. Ability to analyze HR metrics and prepare reports for senior leadership and the board.

ABILITIES: Demonstrated ability to build trust-based relationships across all organizational levels, lead change initiatives, and support organizational transformation. Skilled in evaluating and improving HR practices with a continuous improvement mindset, managing multiple priorities, and meeting deadlines in fast-paced, high-pressure environments. Maintains confidentiality and handles sensitive issues with integrity, using sound judgment and decision-making aligned with policy. Strong written and verbal communication skills and the ability to collaborate effectively with diverse individuals and teams. Committed to patient-centered care and delivering excellent customer service. Experienced in employee training, team leadership, and promoting a safe, supportive clinic environment. Proficient in data analysis, conflict resolution, and maintaining professionalism under stress. Values continuous improvement, inclusion, and confidentiality in all aspects of work.

MINIMUM QUALIFICATIONS:
An equivalent combination of education and experience may be considered.

EDUCATION:  Bachelor’s degree in Human Resource Management or related field required. Master’s degree preferred.

EXPERIENCE:  Minimum of 5 years of progressively responsible experience in human resources, with emphasis on strategic planning, compliance, and employee relations. At least 5 years of experience supervising HR professionals or managing HR functions. Experience with collective bargaining and HR program administration required.

SPECIAL REQUIREMENTS: Requires immunizations or proof of immunity to certain infectious diseases and a TB test.  New employees will be asked to volunteer vaccination status for required vaccines upon hire and will be offered assistance during hiring to receive necessary immunizations.  Employees who have not received the vaccines required for their positions or who are unwilling to voluntarily provide vaccination status for required vaccines will receive a reasonable accommodation where such accommodation does not require an undue hardship or endanger the health or safely of any person.

PHYSICAL/ENVIRONMENTAL DEMANDS:
Work is primarily performed in an office, meeting room, or client site setting. May require night, weekend, or out-of-town meetings. Regular use of computer and phone. This position is not eligible for full-time remote work.