Human Resources Admin

Job Title: Director of Human Resources

Company: Delta V Management

Location: Canton, OH 44721 (Full-Time, On-site)

Position Type: Full-Time, On-Site

Salary Range: $90,000-$120,000 (Negotiable Based on Experience)

Delta V Management, LLC. is a full-service management organization offering services such as: Talent Acquisition, Human Resources, Benefits Administration, Vehicle Dispatching, Appointment Verification, Vehicle Maintenance and Porting, Content Development and Production, etc. Currently, Delta V Management, LLC. services ReliaRide Medical Transportation, a family-oriented nonprofit, originally organized in 2007. ReliaRide specializes in providing non-emergent transportation services to the elderly, underprivileged, and disabled population to medical, non-medical, and other necessary appointments.

This role will support both ReliaRide and Delta V Management, LLC., which currently oversees the day-to-day operations of ReliaRide. In the future, the position may expand to include similar responsibilities for other businesses managed by Delta V Management, LLC., based on future opportunities and the employee's capacity to grow into expanded responsibilities.

Position Summary:

We are seeking a strategic, detail-oriented Director of Human Resources to lead and strengthen the HR function across our growing organization. This full-time, on-site role will serve as a trusted advisor to executive leadership while overseeing employee relations, benefits, compliance, performance management, and HR operations. The ideal candidate brings strong judgment, accountability, and the ability to lead through complex people matters while building scalable HR practices that support our employees, leaders, and continued growth. The Director of Human Resources will embody Delta V Management’s and ReliaRide’s commitment to service, integrity, and compassion in every interaction.

1. Human Resources Leadership & Strategy

• Provide leadership and strategic direction for Human Resources operations across the organization and affiliated entities.
• Partner with executive leadership to align HR practices, programs, and initiatives with organizational goals and operational needs.
• Develop, review, implement, and maintain company policies, procedures, employee documentation, and HR processes.
• Provide guidance and oversight to HR team members responsible for talent acquisition, HR administration, credentialing, onboarding, and other HR functions.
• Establish expectations and ensure HR responsibilities are completed accurately, consistently, and timely.
• Lead HR-related projects, organizational initiatives, and process improvements.
• Monitor HR trends, workforce needs, and regulatory developments and provide recommendations to leadership.

2. Employee Relations & Employment Law

• Serve as the primary HR advisor to leadership on complex employee relations, performance, conduct, and workplace matters.
• Lead or provide oversight of workplace investigations, disciplinary actions, performance improvement plans, suspensions, terminations, and other significant personnel actions.
• Advise managers on appropriate employee actions while ensuring consistency with company policies and applicable employment laws.
• Partner directly with employment counsel regarding complex employee matters, policy interpretation, accommodations, employment decisions, and organizational risk.
• Manage ADA accommodation matters and interactive processes in coordination with employees, leadership, medical providers, and legal counsel as appropriate.
• Review significant employee documentation and personnel actions to ensure appropriate documentation and consistency.
• Facilitate conflict resolution and other sensitive employee conversations when necessary.

3. Benefits & Leave Administration

• Lead employee benefits administration across multiple organizations, including medical, retirement, leave, and other benefit programs.
• Oversee annual Open Enrollment, new hire enrollments, qualifying life events, eligibility changes, benefit terminations, and employee benefit communications.
• Manage 401(k) administration and employee education, including enrollment, contribution changes, automatic enrollment requirements, and vendor coordination.
• Lead Affordable Care Act (ACA) compliance, including eligibility determinations, measurement and stability periods, data validation, employee notices, and required IRS reporting.
• Administer FMLA and other leaves of absence while ensuring compliance with applicable laws and company policies.
• Prepare and coordinate required benefits filings and reporting, including Form 5500.
• Serve as an escalation point for complex employee benefit questions, coverage concerns, and administrative issues.
• Partner with brokers, carriers, retirement plan administrators, third-party administrators, payroll, and leadership regarding benefit administration and compliance.
• Research and evaluate benefit offerings, fringe benefits, vendors, and technology platforms and provide recommendations for future enhancements.

4. Performance Management & Organizational Development

• Develop and oversee performance management practices that promote employee accountability, development, and organizational effectiveness.
• Guide leadership in addressing employee performance concerns and developing appropriate performance improvement strategies.
• Review and provide guidance regarding performance improvement plans and significant corrective actions.
• Support leadership in establishing clear employee expectations, accountability measures, and development opportunities.
• Identify organizational training and development needs and support the development or implementation of appropriate programs.
• Assist leadership with organizational structure, workforce planning, succession considerations, and other people-related initiatives.
• Partner with management and leadership throughout the annual compensation process, providing HR guidance, coordinating compensation agreements, reviewing for accuracy and consistency, and participating in employee compensation discussions as needed.

5. HR Compliance & Risk Management

• Ensure HR practices comply with applicable federal, state, and local employment laws and regulatory requirements.
• Monitor changes in employment and benefits regulations and recommend necessary changes to policies, procedures, and practices.
• Provide oversight of employee credentialing and compliance programs to ensure required background checks, certifications, licenses, screenings, and training requirements are maintained.
• Ensure employee records, personnel documentation, Form I-9 records, and other HR documentation are appropriately maintained.
• Oversee workers' compensation claims, including claim management, documentation, return-to-work coordination, and communication with carriers and third-party administrators.
• Manage unemployment claims, responses, hearings, documentation, and communication with applicable state agencies.
• Identify potential HR and employment-related risks and work with leadership and legal counsel to develop appropriate solutions.

6. Talent & HR Operations Oversight

• Provide leadership and oversight of talent acquisition, onboarding, HR administration, credentialing, and employee lifecycle processes.
• Partner with Talent Acquisition and organizational leadership to evaluate workforce needs, recruiting challenges, compensation considerations, and talent strategies.
• Monitor recruiting effectiveness, applicant flow, workforce trends, and other HR metrics to identify opportunities for improvement.
• Ensure onboarding, employee documentation, credentialing, and offboarding processes are consistent and effective.
• Support the HR team in resolving complex or escalated recruiting, onboarding, credentialing, and employee administration matters.
• Maintain sufficient knowledge of HR operational functions to provide guidance, training, coverage, and hands-on support when business needs require.
• Ensure HR team members understand and consistently follow company policies, procedures, documentation standards, and applicable employment requirements.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred.
• Progressive Human Resources experience with demonstrated responsibility across multiple HR disciplines.
• Previous HR leadership or management experience strongly preferred.
• SHRM-SCP or HRCI-SPHR Certification preferred.
• Comprehensive experience with employee relations, employment law, benefits administration, performance management, and HR compliance.
• Working knowledge of ACA, FMLA, ADA, Form I-9 requirements, workers' compensation, unemployment, and other applicable employment regulations.
• Experience administering health and retirement benefit programs and working with brokers, carriers, and third-party administrators.
• Experience developing, reviewing, and implementing HR policies, procedures, and organizational processes.
• Experience partnering with executive leadership and employment counsel on complex or sensitive HR matters.
• Working knowledge of talent acquisition, onboarding, credentialing, employee records, and other core HR operations.
• Strong investigation, critical thinking, conflict resolution, documentation, and decision-making skills.
• Exceptional written and verbal communication skills with the ability to communicate effectively with employees, managers, executives, vendors, and legal counsel.
• Ability to balance strategic responsibilities with hands-on involvement when necessary.
• Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
• Proficiency with HRIS platforms and Microsoft 365; ADP Workforce Now experience preferred.

Benefits:

• Immediate Paid Time Off (PTO) with tenure increase
• Health insurance
• 401(k) plan with company match and profit sharing
• Competitive salary, based on experience and certifications
  
  

Delta V Management, LLC. is an Equal Opportunity Employer and Title VI-compliant contractor. We are committed to providing equal employment opportunities to all individuals and maintaining a workplace free from discrimination, harassment, and retaliation. Employment decisions are made without regard to race, color, national origin, religion, sex (including pregnancy, gender identity, and sexual orientation), age (40 and over), disability, genetic information, military or veteran status, or any other status protected by applicable law.

Delta V Management, LLC. takes all reasonable steps to ensure compliance with applicable equal opportunity and nondiscrimination regulations, including those required by the Ohio Department of Transportation (ODOT) and Title VI of the Civil Rights Act of 1964. We are dedicated to fostering a diverse, equitable, and inclusive workplace for all employees.