What are the responsibilities and job description for the Human Resources Director position at BrightPath?
We’re hiring a Human Resources Director to lead and scale the people function in a growing behavioral health organization.
This is a high-impact role for a leader who understands that in human services, people systems, compliance, and staffing reliability directly impact client safety.
We are an EOS-run organization, so this role requires both strategic leadership and the ability to drive accountability through clear structure and execution.
What you’ll own:
- Full HR leadership across Talent Acquisition, HR operations, and employee relations
- Building and optimizing high-volume specialized recruiting pipelines (clinical direct care)
- Ensuring HR practices align with 245D regulations, licensing standards, and audit readiness
- Developing systems for performance management, documentation quality, and corrective action
- Workforce planning tied to staffing ratios, program needs, and growth
- Leading and strengthening the people component of EOS
What we’re looking for:
- Proven progression through Talent Acquisition → HR Generalist → HR Leadership
- Strong experience in behavioral health, human services, or healthcare
- Deep understanding of operating in a regulated environment (245D preferred)
- Experience with:
- Background studies (NETStudy) and clearance processes
- MVR requirements and workforce eligibility standards
- Compliance-driven documentation and audit expectations
- Track record of improving recruiting outcomes, retention, and accountability systems
- Experience supporting multi-site, frontline-heavy operations
EOS Leadership Expectations:
- Facilitate and strengthen the People Component across the organization
- Support leaders in using People Analyzer, Scorecards, and Rocks effectively
- Drive clarity on right people, right seats
- Coach leaders to deliver clear, values-based feedback and accountability
- Participate in and help lead Level 10 (L10) meetings
What matters in this role:
- Staffing is not just an HR metric—it is directly tied to client safety and service quality
- Compliance is operational—not theoretical—and must show up in documentation and daily execution
- HR must balance people-first leadership with clear expectations and accountability
- Systems must be scalable, consistent, and aligned with both regulatory and operational demands
This role is a strong fit for someone who:
- Has built and fixed HR systems in complex environments
- Is comfortable holding leaders accountable—not just supporting them
- Can move between strategy and hands-on problem solving
- Understands that in this field, execution and consistency matter as much as intent
Salary : $90,000 - $120,000