Director of Human Resources

Director of Human Resources

Reports to: Executive Director

FLSA Status: Exempt

Position Summary:
The Director of Human Resources provides strategic, values-driven leadership to the HR function at The Well. This role champions the organization's mission, culture, and people by building systems that support healthy teams, strengthen employee engagement, and ensure HR practices align with long-term organizational goals.

As a member of the leadership team, the Director of Human Resources helps shape the organization's workforce strategy while providing practical support to supervisors and employees. This leader balances vision with operational execution-developing policies, programs, and systems that attract, develop, and retain value-aligned employees.

The Director models humility, collaboration, and accountability while ensuring that HR practices reflect The Well's core values and promote a workplace where employees can thrive.

Core Values:

• Show Up with Generosity: Offer time, knowledge, and support freely to ensure team success.
• Check the Ego: Practice humility, share credit, and prioritize collaboration.
• Embrace Diversity: Champion equity and inclusion in both policy and daily decisions.
• Grounded in Hope: Model resilience and realistic optimism even through challenge and change.

Qualifications:

1. Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field required.
• Minimum of five years of progressive human resources experience.
• At least two years of experience in a supervisory or leadership role.
• Experience in nonprofit, healthcare, or mission-driven organizations strongly preferred.
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred but not required.

1. Human Resources & Compliance Knowledge

• Strong working knowledge of federal, state, and local employment laws and regulations (FMLA, ADA, EEO, OSHA, wage and hour, etc.).
• Experience developing, implementing, and maintaining HR policies, procedures, and employee handbooks.
• Ability to navigate complex employee relations issues with consistency, discretion, and fairness.
• Knowledge of best practices related to recruitment, retention, workforce development, and organizational culture.

1. Leadership & Interpersonal Skills

• Proven ability to lead, develop, and support HR staff and organizational leaders.
• Strong emotional intelligence and communication skills, with the ability to handle difficult conversations thoughtfully.
• Ability to build trust and credibility across all levels of the organization.
• Ability to manage organizational change and support leaders during periods of growth or transition.

1. Administrative & Technical Skills

• Experience with HRIS and payroll systems (ADP experience preferred).
• Strong organizational skills with the ability to manage multiple priorities and deadlines.
• Ability to analyze HR data and workforce metrics to identify trends and inform decision-making.

Note: All directors at The Well are expected to meet agency-wide leadership standards. These expectations are outlined in a separate document, Director GWC Framework, which is provided during onboarding and used during ongoing performance evaluation.

Duties and Responsibilities:

1. People Strategy & Workforce Planning

• Develop and implement HR strategies aligned with The Well's mission, values, and long-term organizational goals.
• Lead workforce planning efforts to ensure appropriate staffing levels, recruitment strategies, and workforce development initiatives.
• Partner with leadership to forecast staffing needs and support succession planning for key roles.
• Monitor workforce trends including retention, turnover, and employee engagement to guide organizational decisions.
• Develop and manage the HR departmental budget, including staffing costs, benefits expenses, and training investments.

1. Talent Acquisition, Onboarding & Workforce Development

• Oversee recruitment strategy and hiring practices to ensure the organization attracts and retains value-aligned employees.
• Ensure recruitment and selection processes are consistent, equitable, and aligned with organizational needs.
• Oversee onboarding systems that support successful integration into the organization's culture and operations.
• Support leadership development, employee training, and professional growth opportunities across the organization.
• Ensure ongoing workforce development initiatives strengthen organizational performance and employee engagement.

1. Leadership Support & Supervisor Development

• Serve as the primary HR advisor to leadership and supervisors.
• Provide guidance related to performance management, coaching, corrective action, and employee development.
• Support supervisors in applying consistent, values-driven leadership practices.
• Assist leaders in navigating staffing challenges, team dynamics, and workplace conflict.
• Promote strong supervisory practices that support accountability, communication, and team development.

1. Employee Relations & Organizational Culture

• Promote a positive and values-aligned workplace culture across the organization.
• Lead employee relations efforts including conflict resolution, workplace investigations, and performance management support.
• Oversee the fair and consistent application of HR policies and disciplinary processes.
• Support initiatives that strengthen employee engagement, recognition, and workplace morale.
• Foster open communication between leadership and staff to maintain a healthy and mission-driven organizational culture.

1. Diversity, Equity & Inclusion

• Lead initiatives that strengthen diversity, equity, and inclusion across recruitment, hiring, development, and workplace practices.
• Promote equitable and inclusive policies that support a diverse workforce.
• Provide guidance and training to leadership and staff on inclusive workplace practices.
• Ensure DEI principles are reflected in organizational policies, employee development, and workplace culture.

1. Compensation, Benefits & HR Policy Compliance

• Oversee compensation structures and employee benefits programs to ensure competitiveness, equity, and sustainability.
• Evaluate and recommend benefit programs that support employee well-being and organizational goals.
• Ensure organizational compliance with all employment-related laws and regulations.
• Maintain and update HR policies, procedures, and the employee handbook.
• Oversee leave administration and accommodation processes including FMLA, ADA, and other protected leave requirements.
• Conduct periodic HR compliance reviews and audits to ensure organizational practices meet regulatory requirements.

1. HR Operations & Team Leadership

• Lead, manage, and hold the HR team accountable for performance and outcomes.
• Directly supervise the HR Generalist and Payroll & Benefits Specialist.
• Ensure accurate and timely payroll processing, benefits administration, leave tracking, and personnel record management.
• Oversee HRIS systems and ensure data accuracy, security, and confidentiality.
• Provide mentorship, coaching, and professional development for HR staff.

1. Cross-Department Collaboration & Organizational Initiatives

• Partner with department leaders to align HR practices with operational needs.
• Support agency-wide initiatives including organizational growth, program expansion, and workforce transitions.
• Assist leadership in managing organizational change and maintaining employee engagement during periods of transition.
• Serve as a strategic partner in agency planning and organizational development efforts.

1. Other Duties

• Perform other duties as assigned to support the overall mission and operational effectiveness of The Well.

Physical Requirements:

• Prolonged periods of sitting, standing, and working on a computer.
• Must be able to lift up to 15 pounds occasionally.
• Must be able to access and navigate all departments and facilities.

• Occasional evening or weekend work may be required to support organizational needs or events.

Scorecard Metrics:

1. Staff Retention Rate

Purpose: Measures workforce stability and culture health.

Metric: Annualized retention rate of employees.

Target: ≥ 85-90% annual retention

Review Frequency: Monthly

1. Time to Fill Open Positions

Purpose: Measures recruiting effectiveness and workforce planning.

Metric: Average number of days from job posting to accepted offer.

Target: ≤ 35-45 days average

Review Frequency: Monthly

1. New Employee 90-Day Retention

Purpose: Measures hiring quality and onboarding effectiveness.

Metric: Percentage of new hires still employed after 90 days.

Target: ≥ 90%

Review Frequency: Quarterly

1. Performance Review Completion Rate

Purpose: Ensures leadership accountability.

Metric: Percentage of annual or quarterly performance reviews completed on time.

Target: 100%

Review Frequency: Quarterly

1. Training Completion Rate

Purpose: Ensures workforce compliance and development.

Metric: Percentage of staff completing required training.

Target: ≥ 95%

Review Frequency: Quarterly

1. Workforce Diversity Progress

Purpose: Aligns with your Embrace Diversity core value.

Metric: Annual improvement in diversity of applicant pools and hires.

Target: Year-over-year improvement

Review Frequency: Annual