Director of Human Resources

General Purpose

The Director of Human Resources provides strategic and operational leadership for the Human Resources function of Babcock Center. This position serves as a key advisor to organizational leadership and is responsible for ensuring that Human Resources practices support Babcock Center's mission, values, workforce needs, and organizational objectives.

The Director leads a comprehensive Human Resources function including employee relations, workplace investigations, talent acquisition and retention, compensation, benefits, leave administration, performance management, workers' compensation, occupational health and safety, HRIS administration, onboarding and orientation, policy development, compliance, employee engagement, workforce analytics, and professional development.

The Director is expected to be both strategic and hands-on, capable of addressing complex employee matters while developing systems, practices, and talent strategies that strengthen the organization. The position leads and develops the Human Resources team and partners closely with leadership and management throughout the organization.

The Director demonstrates and reinforces Babcock Center's ICARE values of Integrity, Compassion, Accountability, Respect, and Excellence in HR practices, employee interactions, leadership decisions, and organizational culture.

Human Resources Leadership & Strategy

• Plan, lead, direct, develop, and continuously improve the Human Resources function.
• Translate organizational priorities into effective workforce and Human Resources strategies.
• Serve as a trusted advisor to senior leadership and management on workforce planning, organizational effectiveness, employee relations, talent management, compliance, and Human Resources best practices.
• Identify emerging workforce risks, trends, and opportunities and recommend appropriate organizational responses.
• Develop and administer the Human Resources department budget and manage resources responsibly.
• Lead, coach, evaluate, and develop approximately the Human Resources team members while promoting accountability, cross-training, collaboration, and excellent internal customer service.

Employee Relations, Investigations & Risk Management

• Provide guidance to managers and employees regarding employee relations, performance concerns, disciplinary matters, workplace expectations, and application of organizational policies.
• Lead and oversee timely, objective, thorough, and appropriately documented workplace investigations.
• Provide oversight and guidance regarding corrective actions, grievances, complaints, terminations, and other complex employee matters.
• Coordinate employment-related legal matters with organizational leadership, insurance representatives, and legal counsel as appropriate.
• Assist with responses to employment-related claims, administrative charges, unemployment matters, audits, and regulatory inquiries.
• Identify employment-related risks and recommend appropriate preventative and corrective actions.
• Maintain the highest standards of confidentiality, professionalism, objectivity, and sound judgment.

Talent Acquisition, Workforce Planning & Retention

• Partner with leadership to identify current and anticipated staffing needs and workforce priorities.
• Work with leadership, the Recruiter, and the HR team to develop and execute effective talent acquisition strategies designed to attract qualified candidates in a competitive labor market.
• Oversee recruiting processes, candidate experience, hiring practices, pre-employment requirements, onboarding, and new employee orientation.
• Evaluate recruiting effectiveness through metrics such as vacancies, time-to-fill, applicant flow, turnover, retention, and other workforce indicators.
• Develop and recommend strategies to improve employee retention, engagement, and the overall employee experience.
• Support succession planning, internal career development, and leadership pipeline initiatives.

Compensation, Performance & Talent Management

• Support the development and administration of fair, competitive, and sustainable compensation practices.
• Conduct and/or coordinate market compensation reviews and provide recommendations regarding internal equity, external competitiveness, job classifications, and compensation structures.
• Review positions for appropriate FLSA classification and assist with maintaining accurate and current job descriptions.
• Lead and continuously improve organizational performance management processes.
• Partner with leadership to identify high-potential employees, developmental needs, succession opportunities, and organizational talent risks.
• Support recognition, employee engagement, and morale initiatives aligned with organizational values.

Benefits, Leave & Workers' Compensation

• Provide leadership and oversight for employee benefit programs and benefit administration.
• Oversee the HR team in the administration of employee leaves, including FMLA and other applicable federal, state, organizational, and legally protected leave programs.
• Oversee the HR team in the appropriate coordination of the ADA interactive process and reasonable accommodation requests.
• Oversee the HR team in workers' compensation administration, injury management, return-to-work coordination, and related reporting.
• Partner with appropriate internal and external resources regarding insurance, occupational health, employee safety, and risk-management matters.
• Evaluate utilization, trends, employee needs, service levels, and cost considerations associated with employee benefit and leave programs.

Compliance, Policy & Employment Practices

• Maintain current knowledge of federal, state, and local employment laws, regulations, regulatory guidance, and Human Resources best practices.
• Ensure organizational HR practices are administered consistently and in compliance with applicable requirements, including EEO, ADA, FMLA, FLSA, wage and hour requirements, workplace safety requirements, and other applicable employment regulations.
• Lead and coordinate the development, review, revision, communication, and implementation of Human Resources policies and procedures.
• Ensure appropriate maintenance, confidentiality, retention, and security of employee and Human Resources records.
• Monitor legislative and regulatory developments and advise leadership regarding potential organizational impact and recommended action.

HRIS, Data & Workforce Analytics

• Provide leadership and oversight for Human Resources information systems and related HR technology.
• Oversee the HR team to ensure data accuracy, appropriate system access, effective workflows, and consistent use of HR systems.
• Partner with internal stakeholders and vendors to identify opportunities to improve HR processes through technology and automation.
• Develop, monitor, and report meaningful Human Resources metrics, including turnover, retention, vacancies, recruiting effectiveness, leave activity, workers' compensation, employee relations trends, and other relevant workforce measures.
• Analyze workforce data, identify trends and organizational risks, and translate findings into practical recommendations for leadership.

Training, Development & Organizational Culture

• Oversee Human Resources-related onboarding, orientation, management training, and employee education.
• Identify training and professional development needs in partnership with organizational leadership.
• Develop and facilitate training as needed for supervisors and leaders related to employee relations, performance management, employment practices, policy administration, and other Human Resources topics.
• Promote a culture of accountability, professionalism, communication, employee engagement, and continuous improvement.
• Coach managers in effectively leading employees and addressing workforce concerns proactively.
• Support organizational initiatives designed to strengthen leadership capability, culture, retention, and employee experience.

Perform other related duties and responsibilities as assigned.

Required

• Bachelor's degree from an accredited college or university in Human Resources, Business Administration, Management, Organizational Leadership, or a related field.
• Minimum of five years of progressively responsible Human Resources experience, including significant experience in employee relations, investigations, employment compliance, talent acquisition, and Human Resources operations.
• Minimum of three years of supervisory or management experience, preferably leading Human Resources professionals.
• Demonstrated experience independently managing complex employee relations matters and providing guidance to organizational leaders.
• Experience working with an HRIS and using workforce data to evaluate trends and support decision-making.
• A valid driver's license and ability to meet organizational driving requirements are required.

Preferred

• Five or more years of progressive Human Resources experience.
• Experience leading a comprehensive Human Resources function or serving as a senior HR leader.
• Human Resources experience within a nonprofit, healthcare, human services, multi-site, or similarly regulated environment.
• Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Professional Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience with Paycom.

Knowledge, Skills, and Competencies

• Strong knowledge of federal and state employment laws and contemporary Human Resources practices.
• Exceptional judgment, discretion, integrity, and ability to appropriately manage confidential and sensitive information.
• Significant employee relations and workplace investigation experience.
• The ability to balance strategic leadership with hands-on operational responsibility.
• Strong leadership and team-development skills.
• Excellent written, verbal, presentation, and interpersonal communication skills.
• The ability to build credibility and effective working relationships with employees and leaders at all levels of the organization.
• Strong conflict-resolution, consultation, coaching, and negotiation skills.
• Excellent analytical, critical-thinking, and problem-solving capabilities.
• Ability to interpret workforce data and translate information into practical recommendations.
• Strong organizational and project-management skills with the ability to manage competing priorities and deadlines.
• Demonstrated initiative, responsiveness, accountability, and follow-through.
• Ability to lead through change and establish consistent HR practices across the organization.
• Proficiency with Microsoft Office applications and Human Resources technology.

Working Conditions

The position is primarily office-based with regular interaction throughout the organization. The typical work schedule is Monday through Friday, 8:00 a.m. to 4:30 p.m.


Because of the nature of Human Resources leadership, occasional work outside normal business hours may be required to respond to urgent employee relations matters, investigations, deadlines, organizational needs, or other circumstances.

Local travel to Babcock Center locations is required, along with occasional travel for meetings, professional development, training, or conferences.


Supervision

The Director of Human Resources provides direct supervision, leadership, coaching, performance management, and professional development for approximately five Human Resources employees.

The Director is responsible for establishing departmental priorities, assigning and monitoring work, developing team capabilities, ensuring appropriate coverage and cross-training, and maintaining effective and responsive Human Resources service delivery.

Relationships and Contacts with Others

The Director of Human Resources interacts regularly with employees, supervisors, directors, senior leadership, external vendors, benefit providers, insurance representatives, legal counsel, regulatory entities, and other organizational partners.

The Director is expected to establish and maintain professional, collaborative, responsive, and service-oriented relationships while appropriately maintaining confidentiality and professional boundaries.

Typical Physical Demands

This position requires the ability to perform the essential functions of an office-based leadership position, including regular use of computers and other office equipment; communication with employees and organizational partners; participation in meetings; review and preparation of documents; and occasional travel between organizational locations.

Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

Typical Mental Demands:

Must be able to cope with stress associated with working in a fast-paced environment and multi-tasking.


Hazards/Potential Hazards:

Cleaning chemicals, ergonomic hazards: static postures, repetitive motion, trip hazards such as file drawers and electrical wires.