Director of Human Resources

POSITION SUMMARY

The Director of Human Resources is a seasoned, mission driven HR executive responsible for leading the full scope of people operations in a complex, 24/7/365 service environment. This role provides strategic direction and operational leadership across all HR functions including talent acquisition, workforce planning, employee relations, compensation, benefits, payroll, compliance, HRIS, training and development, performance management, and HR operations. As the senior HR leader, the Director oversees and develops the HR team, ensures consistent execution of all people processes, and partners closely with organizational leaders to drive workforce stability, operational excellence, and an engaging employee experience. This role requires strong judgment, a deep understanding of employment law, and the ability to support employees and leaders across all shifts, including overnight and weekend operations. The Director champions a culture of dignity, respect, accountability, and continuous improvement while ensuring HR practices align with organizational values, regulatory requirements, and long term strategic goals.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Leadership & Culture

• Serve as a trusted advisor to the leadership team, contributing to organizational strategy, workforce planning, and operational decision making.
• Develop and execute a multiyear HR strategy aligned with organizational goals and future growth.
• Lead organizational design, restructuring efforts, and workforce optimization.
• Provide Board level reporting on workforce trends, risks, and strategic priorities.
• Lead change management efforts to support organizational initiatives and ensure successful adoption.

Employee Relations & Engagement

• Serve as the senior point of escalation for employee relations matters, ensuring fair, timely, and well documented resolutions.
• Provide guidance to supervisors and leaders on coaching, conflict resolution, corrective action, and performance improvement.
• Maintain strong visibility across all shifts-including overnight, weekend, and holiday operations-to understand workforce needs and support morale.
• Lead employee engagement initiatives including events, recognition programs, wellness efforts, surveys, and action planning.
• Support employees and managers with guidance on professional growth, workplace conflict, and morale building.

Recruitment & Selection

• Oversee full cycle recruitment for all roles, ensuring inclusive, mission aligned hiring practices.
• Develop staffing strategies that support 24/7 operations, including shift coverage, on call needs, and high volume hiring.
• Partner with leaders to forecast staffing needs and maintain workforce stability.
• Strengthen talent pipelines through partnerships with reentry, recovery, and workforce development programs.
• Lead talent pipeline development.

Compensation, Benefits & Payroll

• Lead compensation strategy, ensuring internal equity, market competitiveness, and consistent application of pay practices across roles and shifts.
• Oversee benefits administration and compliance, open enrollment, employee education, and vendor relationships.
• Partner with Finance to lead payroll processing and reporting ensuring accurate processing of pay, including shift differentials, overtime, and other applicable types of pay.
• Lead annual compensation cycles, market benchmarking, and pay equity analysis.
• Develop and maintain a comprehensive total rewards philosophy.

Training & Development

• Oversee onboarding, compliance training, and ongoing professional development across all departments.
• Ensure required training (e.g., trauma informed care, deescalation, confidentiality, mandated reporting) is delivered consistently.
• Lead the performance management cycle, including annual reviews, corrective actions, and leadership coaching.
• Support leadership development and succession planning efforts.

Compliance & Audits

• Maintain full compliance with federal, state, and local employment laws (FMLA, ADA, FLSA, OSHA, Title VII, ACA, DOL, etc).
• Oversee HR audits, risk mitigation strategies, and documentation standards.
• Manage leave of absence programs, workers' compensation claims, unemployment responses, and credentialing/background check processes.
• Ensure HR policies, procedures, and the Employee Handbook are current, legally compliant, and aligned with organizational values.
• Partner with Safety and Operations on crisis response protocols and staff safety.
• Lead HR's role in critical incident response and post incident support.

HR Operations, HRIS & Reporting

• Oversee HRIS and data systems to ensure accurate reporting, analytics, and data integrity.
• Lead HR technology strategy, including system selection, implementation, and optimization.
• Ensure data governance, security, and compliance across all HR systems.
• Provide leaders with actionable HR metrics (turnover, engagement, staffing trends, compensation equity).
• Lead continuous improvement of HR processes, workflows, and documentation to increase efficiency and consistency.
• Own the HR department budget, including forecasting, cost management, and vendor performance evaluation.

Other Duties

• Perform other duties as assigned to support the overall HR function, organizational goals and as directed by the Chief Administrative Officer.

QUALIFICATIONS

Education & Experience

Required:

• Bachelor's in Human Resources, Business Administration, or related field; SHRM or HRCI certification.
• Minimum of 7 years of progressively responsible HR management experience, including at least 4 years in an organization of similar or larger size.
• Proven success in developing and implementing inclusive recruitment, onboarding, and retention programs.
• Experience managing employee relations, compliance, and organizational development in a nonprofit or mission driven environment is highly preferred.
• Demonstrated track record of building strong HR teams and cultivating positive workplace culture.

Preferred:

• Experience in nonprofit, social services, or a similar mission driven field, with demonstrated ability to navigate the unique challenges of resource constraints, employee engagement, and service focused organizational culture.

Knowledge/Skills/Abilities

• Strategic HR Expertise: Deep understanding of human resources principles and best practices across the employee lifecycle, including talent acquisition, performance management, employee relations, compensation, benefits, training, and compliance.
• Employment Law & Compliance Knowledge: Strong working knowledge of federal, state, and local employment laws and nonprofit regulations, including ADA, FMLA, FLSA, EEOC, ACA, and DOL standards; ability to interpret and apply policies in a fair and consistent manner.
• Mission Driven Leadership: Demonstrated commitment to serving vulnerable populations with compassion, professionalism, and integrity. Ability to lead with empathy and align HR practices to Haven for Hope's values and second chance employment philosophy.
• Diversity, Equity & Inclusion (DEI): Proven ability to foster an inclusive and respectful workplace culture. Knowledge of DEI strategies and ability to embed equitable practices in recruitment, development, and retention efforts.
• Employee Engagement & Culture Building: Skilled in building positive organizational culture, driving employee satisfaction, and implementing initiatives that support wellness, recognition, and retention.
• Organizational Development: Experience designing and implementing training and leadership development programs. Ability to assess organizational needs and facilitate strategic talent growth and succession planning.
• HRIS and Data Analytics Proficiency: Experience with HR information systems and data management tools. Ability to use metrics and reporting to drive decisions and improve outcomes (e.g., turnover, engagement, DEI tracking, compensation equity).
• Conflict Resolution & Coaching: Strong interpersonal and communication skills with a talent for guiding managers and staff through challenging conversations, performance issues, and employee relations concerns with diplomacy and fairness.
• Executive Presence & Influence: Ability to establish credibility, inspire trust, and serve as a thought partner to senior leadership. Skilled in presenting information and recommendations to executives, boards, and external stakeholders.
• Project Management & Operational Skills: Organized and results oriented with the ability to manage multiple priorities, delegate effectively, and ensure follow through in a fast paced, service focused environment.

MANAGERIAL RESPONSIBILITIES.

• Yes, directly supervise HR personnel and external vendors.

WORK ENVIRONMENT & PHYSICAL DEMANDS

The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Standard physical activity such as periodic standing, walking, sitting, and basic motor skills for computer use.

• Must be available for a flexible schedule to meet operational and leadership demands.
• On call availability required for HR matters as needed evenings and weekends.