Director of Human Resources

Director of Human Resources

Position Summary

The Director of Human Resources serves as a strategic business partner responsible for leading the organization's human resources functions and driving initiatives that support operational excellence, employee engagement, workforce stability, and regulatory compliance. This role provides leadership for employee relations, HR operations, benefits administration, performance management, training and development, organizational effectiveness, compliance, and HR systems.

The Director of Human Resources collaborates closely with executive leadership, operational leaders, and department managers to ensure human capital strategies support organizational objectives and foster a positive, people-centered culture across all locations. While partnering closely with Talent Acquisition, this position does not directly oversee recruitment activities.

Essential Duties and Responsibilities

Leadership & Strategy

• Provide strategic leadership and direction to the HR Generalists, HR Team Lead, Benefits Supervisor, and other HR team members, fostering accountability, collaboration, and professional growth.
• Serve as a trusted advisor to executive leadership and operational teams on workforce planning, employee relations, performance management, organizational development, and change management initiatives.
• Develop, implement, and continuously improve HR programs, policies, and practices that align with organizational goals and support a high-performing workforce.
• Lead HR initiatives that enhance employee engagement, retention, culture, and overall employee experience.
• Support organizational growth initiatives including acquisitions, mergers, integrations, and restructuring efforts.

Employee Relations & Compliance

• Direct employee relations activities, including complex workplace investigations, conflict resolution, corrective action processes, and policy interpretation.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations, including wage and hour, leave administration, equal employment opportunity, and workplace safety requirements.
• Maintain and update employee handbooks, policies, procedures, and related documentation in collaboration with key stakeholders.
• Monitor and oversee HR compliance audits, ensuring accuracy of personnel records, HRIS data, and employment documentation.
• Partner with legal counsel and leadership as needed regarding employment-related matters and risk mitigation efforts.

HR Operations & Systems

• Lead HRIS administration, optimization, implementation, enhancements, reporting, and data integrity initiatives.
• Establish HR metrics, dashboards, and reporting tools to provide data-driven insights related to turnover, retention, engagement, workforce trends, and organizational effectiveness.
• Review and approve payroll audits and related HR transactions to ensure accuracy and regulatory compliance.
• Oversee and continuously improve HR processes and workflows to enhance efficiency, service delivery, and employee satisfaction.

Talent Management & Employee Development

• Lead the organization's performance management process, including goal setting, performance evaluations, leadership coaching, and talent development initiatives.
• Collaborate with operational and departmental leadership to identify workforce development opportunities and succession planning strategies.
• Partner with the Training and Development team and external vendors to design and deliver learning programs that strengthen leadership capabilities and employee performance.
• Support onboarding and offboarding processes to ensure compliance, consistency, and a positive employee experience throughout the employee lifecycle.

Benefits, Leave Administration & Workforce Support

• Provide oversight and strategic guidance regarding benefits administration, leave management, workers' compensation, accommodation requests, and employee wellness initiatives.
• Collaborate with internal and external partners to ensure effective administration of benefit programs and regulatory compliance.
• Support initiatives that promote employee well-being, engagement, and workforce retention.

Project Management & Organizational Effectiveness

• Lead enterprise-wide HR projects and process improvement initiatives.
• Identify opportunities to streamline procedures, improve service delivery, and enhance overall HR effectiveness.
• Utilize workforce analytics and industry best practices to make recommendations that support organizational performance and employee satisfaction.
• Perform other duties as assigned.

The duties and responsibilities listed above are representative of the nature and level of work assigned and are not intended to be an exhaustive list. Management reserves the right to assign or modify responsibilities as business needs dictate.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Healthcare Administration, or a related field required.
• Master's degree preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification strongly preferred.

Experience

• Minimum of ten (10) years of progressive Human Resources experience required.
• Minimum of five (5) years of leadership experience managing HR professionals required.
• Experience supporting multi-site healthcare operations, skilled nursing facilities, assisted living communities, post-acute care organizations, or other highly regulated healthcare environments preferred.
• Experience with mergers, acquisitions, integrations, or organizational change initiatives preferred.
• Demonstrated experience leading employee relations investigations and complex HR compliance matters.

Knowledge, Skills & Abilities

• Comprehensive knowledge of federal, state, and local employment laws and regulations.
• Strong knowledge of HR best practices, employee relations, performance management, organizational development, and workforce planning.
• Proven ability to analyze workforce metrics and leverage data to support strategic decision-making.
• Exceptional leadership, coaching, and team development skills.
• Strong project management skills with the ability to prioritize multiple initiatives and meet deadlines in a fast-paced environment.
• Excellent analytical, critical thinking, and problem-solving abilities.
• Outstanding interpersonal, negotiation, conflict resolution, and relationship-building skills.
• Exceptional verbal and written communication skills with the ability to effectively engage employees at all organizational levels.
• Demonstrated ability to maintain confidentiality and exercise sound judgment in sensitive situations.
• Strong organizational skills with exceptional attention to detail.
• Proficiency in HRIS platforms, Microsoft Office Suite, Google Workspace, and workforce analytics tools.
• Ability to adapt to changing business needs while maintaining a high level of professionalism and accountability.