Director of Human Resources

Director of Human Resources

New Hope, MN | Full Time | Executive | $90,000–$120,000 + Bonus | Hybrid (2 days/week in office)

Reports to: Executive Director

We're hiring a Human Resources Director for a 245D-licensed behavioral health organization of 200+ employees. This isn't a role for someone learning the field on the job. We're looking for a leader whose career was built inside behavioral health, human services, or disability services — and who now leads the people function with that experience as their foundation.

Why behavioral health experience is the floor

In our work, the difference between a strong hire and a wrong hire shows up in incident reports. Documentation discipline isn't an HR preference — it's an audit defense. The reason staffing reliability is non-negotiable isn't workforce planning theory; it's that the people we serve depend on consistent, trained staff to be safe.

A leader who has worked in this space already knows this. They've sat in the meeting after a critical incident. They've prepped for a DHS licensing review. They've seen what happens when a Behavior Support Plan isn't implemented with fidelity because staffing was thin. We don't want to teach those lessons to our next HR Director — we want to hire someone who has already learned them.

Career paths we welcome

We strongly value the traditional HR progression — Talent Acquisition, HR Generalist, HR Leadership — especially when it has happened inside behavioral health, human services, or 245D-regulated environments.

We also welcome leaders whose path into HR came from inside the work itself:

• Direct support → site leadership → program management → HR or people operations leadership
• Clinical or QDDP-level roles → training & compliance → HR leadership
• Designated Manager / Coordinator → operations → HR
• Behavioral health operations leadership with substantial people-function ownership

If you've spent your career in this field and the people function is what you've grown into leading, we want to talk.

What you'll own

• The full HR function: talent acquisition, HR operations, employee relations, scheduling, performance management, and compliance
• Recruiting strategy for both high-volume direct care and specialized clinical roles, with a clear-eyed view of what actually works in this labor market
• Workforce planning tied to staffing ratios, program needs, growth, and the float coverage this work requires
• 245D regulatory execution: background studies (NETStudy), MVR clearance, documentation quality, audit readiness for DHS and OIG reviews
• Performance management and corrective action systems that hold up to regulatory scrutiny and to the people they apply to
• Coaching leaders to clarity around the right people in the right seats — using the operational lens you've developed from years inside the field
• A weekly leadership rhythm that surfaces issues early, drives them to root cause, and produces decisions instead of recurring conversations

Who fits this seat

• Deep career-grounding in behavioral health, human services, disability services, or a closely related regulated environment
• Demonstrated HR or people-function leadership — whether that came through a traditional HR career path or through services/operations leadership that grew into HR ownership
• Working knowledge of 245D licensing standards, DHS audit expectations, NETStudy, MVR processes, and the documentation discipline this field requires
• Comfort with healthy conflict and the willingness to hold peers and senior leaders accountable while staying in relationship
• A track record of building or fixing systems — recruiting, retention, performance, compliance — and producing measurable outcomes from them
• Experience with the workforce realities of multi-site, frontline-heavy operations: turnover patterns, float coverage, on-call rotations, the rhythm of a 24/7 service organization

Qualifications

• Bachelor's in HR, Human Services, Social Work, Business, or a related field; SHRM-SCP / SPHR or advanced credential is welcomed but not required if your behavioral health leadership depth is strong
• 7+ years of progressive leadership experience, including 3–5 years in a leadership seat with substantial people-function ownership
• Strong recruiting and HRIS / workforce data foundation, or a clear plan for how you'll get there quickly
• Demonstrated outcomes in workforce planning, retention, accountability systems, or compliance execution

What we can offer the right person

• A direct line to the Executive Director and a seat at the leadership table
• The authority to design the systems, not just operate them
• A growing organization with a clear strategic horizon — including a 2027 inflection point we're actively preparing for
• Colleagues who understand the field as deeply as you do

Compensation & Benefits

$100,000–$150,000 + bonus eligibility · Medical, Dental, Vision · 401(k) · Hybrid (2 days/week in office)

BrightPath is an Equal Opportunity Employer committed to building a diverse and inclusive workforce.

BrightPath is an equal opportunity employer committed to fostering an inclusive and diverse workforce. We provide a positive and supportive work environment that encourages professional growth and development. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Join us and be part of a team that makes a meaningful difference in the lives of individuals with disabilities.