DIRECTOR OF PEOPLE OPERATIONS

General Summary The Director of People Operations (Human Resources) provides strategic and operational leadership for all People Operations (Human Resources) functions. This role sets division priorities, leads planning and execution of key initiatives, and ensures efficient, consistent service delivery to employees and leaders across the Center. The Director partners with Business Unit leadership, serves as a key point of contact for employees, and drives a culture of engagement, accountability, and customer service aligned with the Center’s behavioral and leadership principles. Essential Duties & Responsibilities Leads key People Operations programs, including talent acquisition, staffing, employment processing, compensation, benefits, records management, succession planning, employee relations, retention, HRIS, credentialing and ADAAA/EEO compliance. Oversees People Operations by setting service standards, designing and improving systems, allocating resources, resolving issues, and implementing change to improve productivity, quality, and customer service. Manages and develops People Operations staff as assigned, including selection, training, coaching, performance management, and corrective action. Ensures compliance with federal, state, and local employment laws and regulations by monitoring changes, interpreting requirements, and advising leadership on needed actions. Develops and implements employee relations practices and policies that strengthen engagement, performance, and retention. Communicates with employees regarding compensation, benefits, and other employment‑related matters. Develops reports and forecasts to identify workforce scheduling needs, trends, and resource requirements. Develops People Operations operational and financial strategies by estimating requirements, forecasting trends, aligning resources, and analyzing results to drive efficiency and performance. Aligns People Operations objectives with organizational strategy by identifying HR issues, analyzing data, and providing recommendations to leadership. Designs and improves processes for recruiting, hiring, onboarding, and managing staff. Enhances department and organizational reputation by taking ownership of requests, solving problems, and identifying opportunities to add value. Researches, develops, updates, and enforces policies, procedures, and guidelines that support organizational values and effective operations. Promotes People Operations values and best practices through program planning, communication, and day‑to‑day leadership. Responds to employee questions and concerns in a timely, professional, and solutions‑oriented manner. Supervises, mentors, and develops efficient staffing and scheduling practices; fosters a collaborative, teamwork‑oriented environment. Advise management on People Operations matters by analyzing information, evaluating risk, and providing sound recommendations. Leads and delivers special projects by clarifying priorities, coordinating requirements, tracking milestones, evaluating options, and adjusting course as needed. Approves and schedules paid time off (PTO) consistent with staffing needs and business requirements. Maintains current job knowledge through professional development, conferences, publications, networking, and participation in relevant organizations. Performs other job‑related duties as assigned. Minimum Entrance Qualifications Education and Experience Bachelor’s degree in Human Resources or a related field (required). Ten (10) years of progressive experience in Human Resources. Three (3) years of experience in an HR leadership role. Strong working knowledge of core HR operations, including recruiting, benefits administration, payroll, and HRIS. Excellent communication, presentation, leadership, and planning skills. Licenses or Certifications None Other Requirements Must maintain a valid driver’s license and automobile insurance coverage, be able to travel as needed, and be able to meet the driving record requirements of the Company’s auto insurance carrier if you drive your vehicle during company business. Must maintain required credentials and mandatory training requirements to ensure compliance with all State regulations and CHCS policies. Preferred Qualifications Master’s Degree in Human Resources, Management, Business, or a related field SHRM‑SCP, SHRM‑CP, SPHR, PHR, GPHR Experience with Behavioral Health, Substance Use Disorder programs, Long Term Care, Individuals with Developmental Disabilities, or Restoration/Crisis services. Supervision Work requires managing and monitoring work performance of a business unit or key work area, including evaluating program/work objectives and effectiveness, establishing broad organizational goals, and realigning work and staffing assignments for the department. Competencies for Successful Performance of Job Duties Leadership Principles Strong Multifaceted Intellect – Applies sound judgment and systems thinking to complex, ambiguous situations. Synthesizes multiple inputs (people, operations, finance, compliance, and culture) to identify root causes, evaluate options, and make timely decisions. Deeply Committed Change Agent – Leads change with purpose and discipline. Challenges the status quo when it limits service, compliance, or performance; builds alignment, communicates clearly, and sustains improvements through measurable plans and accountability. Organizational Leadership – Models the Center’s leadership values and behavioral principles. Demonstrates emotional intelligence, builds trust, and develops leaders at all levels. Leads with a “ONE CENTER” mindset and partners across functions to deliver consistent outcomes. Deep Business Acumen – Understands the behavioral health environment and how People Operations practices impact service delivery, quality, compliance, and financial performance. Learns quickly, anticipates risks, and uses data to improve workforce effectiveness and organizational results. Values and Understands – Understands the role of external stakeholders (community partners, regulators, and the public) in behavioral health. Represents the Center and the People Operations function in a professional manner that builds credibility, trust, and positive working relationships. Well‑Rounded Communicator – Communicates with clarity, respect, and influence across diverse audiences. Practices active listening, asks thoughtful questions, and adapts messaging to ensure shared understanding—especially in sensitive or high‑stakes situations. Emotionally Tough and Resilient – Maintains composure, professionalism, and follow‑through in high‑demand environments. Responds constructively to feedback and conflict, remains adaptable under pressure, and focuses energy on solutions that add value to employees, leaders, and the organization. Knowledge of: HR operations, including recruiting, onboarding, compensation, benefits, and employee records management Federal, state, and local employment laws and regulations, including EEO/ADAAA and related compliance requirements Employee relations practices, performance management, investigations, and conflict resolution Workforce planning, staffing models, and basic budgeting/forecasting principles Organizational development, management changes, and continuous improvement methods Skilled In: Strategic People Operations Leadership: Aligning people strategies with business objectives to drive organizational performance and employee engagement. HR Systems & Technology: Proficient in HRIS platforms, ATS systems, payroll software, and people analytics tools. Employee Relations & Compliance: Managing employee relations matters while ensuring compliance with employment laws and HR best practices. Communication & Executive Presence: Strong written and verbal communication skills with the ability to influence and build trust across all levels. Leadership & Team Development: Leading, mentoring, and developing high‑performing HR teams and inclusive workplace cultures. Change Management & Organizational Development: Supporting organizational growth, process improvements, and cultural transformation initiatives. Critical Thinking & Problem Solving: Analyzing workforce challenges and implementing strategic, data‑driven solutions. Project & Program Management: Managing cross‑functional HR initiatives, timelines, and stakeholder expectations effectively. Talent Acquisition & Performance Management: Driving recruiting, onboarding, employee development, and performance management strategies. Collaboration & Adaptability: Building strong relationships, managing competing priorities, and thriving in challenging environments. Ability to: Lead People Operations initiatives and projects from planning through implementation, including tracking milestones and outcomes Communicate effectively with employees and leaders at all levels, both verbally and in writing Build and maintain collaborative working relationships across departments and with external partners/vendors as needed Analyze HR and workforce data to develop recommendations, forecasts, and operational plans Interpret and apply policies, procedures, and employment laws consistently and fairly Handle sensitive information with discretion and maintain confidentiality and appropriate professional boundaries Prioritize competing demands, meet deadlines, and maintain a high level of customer service Conduct or oversee employee relations discussions/investigations and provide clear, timely guidance to leaders and staff Physical Demands Must have adequate mobility that requires frequent walking, standing, bending, stooping, kneeling, reaching (vertical and horizontal), using fingers, hands, feet, legs, and torso in various care. The employee must be able to regularly lift and/or move up to 40 pounds and occasionally lift and/or move up to 50 pounds. Monday - Friday 8:30am - 5:30pm 6800 Park Ten - South #J-18808-Ljbffr