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Director of Human Resources

Minneapolis, MN

Position Profile: HR Director-Life Source

kpCompanies is leading the search for the next HR Director for Life Source. This will be a highly visible and inspiring leader with the vision to move Life Source forward while building on its 3 decades of success. The HR Director works in close partnership with the Director of Diversity, Equity and Inclusion  and will lead a team of 3 HR Generalists as well as the strategic direction of human resources, and ensure equity, diversity and inclusion and belonging best practices become an integral part of how we recruit, develop and retain talent, and  is weaved throughout the organization. This role will have oversight of the organization’s learning model for talent development,  and is a part of the executive leadership team. creating excellence in customer service, relationship management and team collaboration through timely and effective communication with internal and external goals 



Life Source is an impactful, passionate group of people who are committed first responders who specialize in the process of organ donation, see transplants reach waiting recipients, support donor families and inspire people in communities across the upper Midwest to register as donors.


At LifeSource, we’re relentlessly pursuing a day where everyone in need of a life-saving organ transplant, gets one. Scientific advancements, strong partnerships and a “test, learn and adjust” mentality will help us get there.

Our Mission: LifeSource saves lives and offers hope and healing through excellence in organ, eye and tissue donation.

Our Vision: Everyone shares the gift of life.

Our Values: Respect. Advocacy. Accountability. Life. Innovation.

Core Competencies: Expertise. Engagement. Care.



The Director of Human Resources and Workplace Services is responsible for the strategic direction of human resources, integrating equity, diversity, and inclusion across the talent lifecycle, and the workplace services function. Additionally, this role is responsible for oversight of the organization’s learning model for talent development in partnership with departmental subject matter experts. The human resources leader will serve as the organization’s top people advisor, working closely with the chief officers and all leaders on organizational development. They will model and foster excellence in customer service, relationship management and team collaboration through timely and effective communication with internal and external customers and partners. The human resources director will promote innovative process improvement methodologies and leadership development to support initiatives aimed at donation growth. As part of the executive leadership team, this leader will develop interdisciplinary approaches to align team activities with the strategic and operational goals of the organization. 




Provide strategic leadership for talent acquisition and engagement, onboarding, total rewards, human resources information systems (HRIS), and team member relations.

  1. Drive a full cycle talent engagement and acquisition program to competitively attract and retain diverse talent that is representative of our community. Engage in talent recruitment of executive level positions.

  2. Integrate equity, diversity and inclusion strategies into all areas of the human resources function, partnership with LifeSource EDI leadership.

  3. Encourage and support compress, and non-traditional benefits programs. 

  4. Oversee and support inclusive processes for time off, leaves of absence and reasonable accommodation programs including PTO, FMLA, LOA, short-term/long-term disability, and worker’s compensation. Comprehensive new hire onboarding program, integrating organizational awareness of the donation lifecycle, including effective utilization of the Learning Management System (LMS).

  5. Develop and oversee a total rewards package to meet the needs of the diverse workforce including a comprehensive benefits program, competitive pay practice.

Oversee the workplace services team including effective vendor utilization and relationship management. 

  1. Provide leadership for workplace services, including front office reception, office safety, ergonomics, office and break-room supplies, furnishings, vending, purchasing programs and non-computer office equipment.

  2. Oversee support of all locations including at home-based and regional offices, specifically for safety, emergency response, ergonomics, equipment, supplies and required labor law and safety posters.

  3. Partner with Facilities Management, Information Systems, and other administration teams in supporting all departments and team members.

  4. Oversee decision making on new products, equipment, supplies, contracts supporting financial stewardship and maintaining efficient office services.

  5. Encourage and support effective departmental program support services, cross-coverage, team collaboration, and documentation of work processes, procedures, and information.

Champion an organizational and leadership dynamic that supports a healthy culture, fuels team member engagement, ensures compliance, and utilizes key performance measures to drive results.

  1. Promote and champion the mission, vision, and culture by integrating the values in all programs and policies. 

  2. Partner with leaders and key stakeholders across the organization to develop and advance culturally specific and responsive processes, policies, and practices to support an equitable, diverse, and inclusive culture.  

  3. Provide advice and guidance regarding employment practices including managing concerns and complaints, and guide leaders in resolution of conflicts, involving legal counsel as appropriate. 

  4. Apply experience, data, research, education, and best practices to guide talent processes, total rewards, learning measurement, and overall policy, procedure and resource development.


 Lead programs, policies, reporting and response mechanisms that support the organization’s Code of Conduct. 

  1. Ensure human resources compliance with regulatory requirements and industry standards, including, but not limited to Center for Medicare and Medicaid Services (CMS), United Network for Organ Sharing (UNOS), Food and Drug Administration (FDA) and Department of Labor (DOL), Office of Federal Contract Compliance Programs (OFCCP), as well as internal organizational policies and guidelines. 


Guide and mentor team members toward successful execution of work processes, engaging cross departmentally as appropriate, to achieve mission and goals. 

  1. Lead and engage in regular individual and team meetings, to review programs, activity and accomplishments and provide information needed for the team’s success. 

  2. Model, and engage in activities and initiatives related to organizational culture, partner engagement and integration of equity, diversity, and inclusion practices. 

  3. Guide and assist leaders in work planning to ensure adequate current and future team capacity. 

  4. Mentor team members to encourage professional development and goal achievement. 

  5. Engage in recruitment and selection of highly skilled team members


Participation in organizational planning, financial management, governance and leadership activities. 

  1. Assure compliance with established quality assurance standards as well as local, state, and federal regulations. 

  2. Provide information and interact with Board of Directors and Board Committees on benefits, compensation, development, and workforce engagement, as appropriate. 

  3. Develop and manage budget to ensure responsible control over and utilization of LifeSource resources. 

  4. Participate in the strategic planning process of the organization, providing insight, expectations, and leadership of key priorities.

  5. Maintain current knowledge in the human resources field as well as organ, eye, tissue donation by participation in subject matter groups and associations. 

  6. Ensure timely response to standard operating procedure (SOP) modifications and compliance, corrective action / preventive action (CAPA), and ongoing competencies and quality improvement projects partnering with compliance and quality team members as appropriate. 



  • Perform work while demonstrating a commitment to excellence and performance improvement.

  • Update clinical and administrative documentation, including electronic systems, with accurate, real-time, appropriate information according to established practices and procedures.

  • Represent LifeSource in a professional manner with both internal and external customers, ensuring professional appearance and communication. 

  • Participate in all appropriate meetings, in-person, on-site, or remote, as defined by the leader. 

  • Routinely share feedback, solutions, and ideas to leadership, including identification of training needs.

  • Exhibit outstanding clinical, customer service and collaboration skills as required by position. 

  • Maintain confidentiality and respect of information obtained within purview of position, as defined by policy and procedure expectations and in accordance with HIPAA. 

  • Demonstrate LifeSource Values in work behaviors and actions.

  • Actively participate on assigned committees, work groups and project teams.

  • Execute job responsibilities in accordance with established Standard Operating Procedures (SOPs), Policies (POL), and practices as trained.

  • Perform other duties as required and assigned by the leader. 




Below are some of the typical requirements for an HR Director. We recognize that skill sets can be a complex combination of experiences. Even if your background does not exactly match these requirements but you have a passion for our work, we would love to hear from you and we recognize the value of transferable skills.

  1. Requires a combination of education and experience equivalent to 15 years of human resources, talent lifecycle management, development, compensation, or safety responsibilities. Healthcare experience desired. 

  2. Requires a minimum of 5 years proven leadership, mentoring and coaching experience.   

  3. Requires previous experience with a Human Resource Information System (HRIS), Applicant Tracking System (ATS) or Learning Management System (LMS)..

  4. Relevant certification in human resources preferred. 

  5. Previous knowledge, experience, and collaboration with payroll processes, preferred.  

  6. Proven effective, respectful communicator with team members and all levels of leadership, evaluating questions, concerns, and complaints objectively. 

  7. Strong understanding of state and federal requirements and regulations in relation to HR and employee/employment rights. Demonstrating solid judgment and experience assessing risk relative to the business. 

  8. Must have a demonstrated ability to drive results to improve processes and outcomes with the use of critical thinking, analytical skills, problem-solving capabilities. 

  9. Demonstrated ability to build, maintain, motivate, influence, and achieve cooperation with both internal and external relationships. Handling difficult situations with poise and professionalism. 

  10. Proven ability to establish priorities, coordinate internal and external resources, and achieve measurable results against goals. 

  11. Excellent written and verbal communication, organizational, and interpersonal skills are essential. 

  12. Must be organized, detail oriented, self-directed, motivated contributor with ability to function autonomously and effectively lead, to execute reasonable and sound decision making.  

  13. Demonstrated ability to exhibit a high degree of quality, integrity, and honor confidentiality of appropriate information including, but not limited to, personal team member data, organizational operations or work processes, donor and donor family information, contributor details, any financial information and medical or protected health information (PHI) in accordance with HIPAA. 

  14. Strong working knowledge of Microsoft Office applications. 

  15. Proven skilled and competent in using technology-based tools such as personal computers and related software, mobile devices, and electronic medical record systems as appropriate for position 



  • Able to work a minimum of 40 hours per week with a schedule adjusted to accommodate organizational needs. 

  • Must be able to travel within the service area (MN, ND, SD) by ground or air, as needed, and occasionally to national events and meetings.

  • Affected team member in Category III never or rarely have exposure to blood-borne pathogens and do not have a potential for this exposure or handle materials that could spread infection (less than one opportunity per month). Additionally, they rarely interact with staff in patient or donor areas in a hospital or clinic setting while performing their assigned job duties. 

  • Ability to lift and carry objects up to 20 lbs. 

  • Must be able to follow and successfully complete category immunization, health screening and background check requirements.  



Interested candidates should submit cover letter, resume and salary expectations no later than 9:00 pm CST Sunday, July 10th.  You can apply by clicking the link below:

  1. https://kprecruiting.catsone.com/careers/28261-General/jobs/15344643-Director-of-Human-Resources/

Equity & Salary Disclosure

We believe in practices that create real equity and pay parity regardless of background or identity and we freely discuss compensation with all qualified candidates the first time we interview them. Saving the salary discussion for the first conversation allows us to fully understand the needs of each candidate and to ensure that qualified candidates, even those who’ve historically been overlooked and/or underpaid, don’t self-select out of the processes based on salary alone, as our experience and research suggests. In addition to those who opt out because they fear the salary may be out of reach for them, we equally don’t want to miss out on conversations with candidates who are slightly over the range when in some cases the total compensation including factors such as bonuses, flexibility, and better health benefits, etc may exceed expectations. Finally, as a search firm – we are always looking for top-notch talent to introduce to our clients. Should the salary or any other requirement not be a fit, there is often a chance that someone on our team is working on another position you may be a better fit for. If you would like to discuss your qualifications for this role as well as discuss salary and compensation - just give us a call, we’d be happy to discuss!

  • All submissions received in strictest confidence. Both kpCompanies and LifeSource are equal opportunity employers.

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