Director of Human Resources

Summary:

The Director of Human Resources (HR) is a strategic leader responsible for planning, developing, and executing human resource strategies in support of the overall mission, vision, and objectives of the organization. This position oversees all aspects of human resources practices and processes, ensuring legal compliance and the effective management of a workforce of 300 employees across multiple locations. Areas of oversight include talent acquisition, employee relations, performance management, compensation and benefits, compliance, training and development, and organizational culture. The Director will serve as a trusted advisor to leadership and will work to foster an inclusive, positive, and high-performance workplace culture.

Essential Functions:

1. Manages the Human Resources function of the organization, reporting to the President & CEO.
2. Serve as a strategic partner to the Senior Leadership team.
3. Lead organizational changes, workforce planning, and succession planning initiatives.
4. Maintain proficient records of policy and procedure to comply with CARF standards.

Duties & Responsibilities:

1. Maintain up-to-date knowledge of local, state, and federal laws, rules, and regulations to ensure full compliance.
2. Develop and execute strategic HR initiatives aligned with the organization's goals and objectives.
3. Develop, implement, and administer HR plans, procedures, and best practices for all personnel.
4. Oversee employee relations, including investigations, conflict resolution, and disciplinary actions in a fair and legally compliant manner.
5.  Manage compensation structures and benefit programs; make recommendations for improvements based on market analysis and organizational budget.
6. Develop and maintain performance management systems that foster continuous feedback and professional development.
7. Lead and support diversity, equity, inclusion, initiatives across the organization.
8. Implement and oversee training and professional development programs to enhance employee development and engagement.
9. Advise leadership on organizational development, change management, and succession planning.
10. Serve as a trusted advisor and coach to the President & CEO and leadership    team on all human capital matters.
11. Supervise and mentor the HR team to ensure high performance and alignment with department goals.
12. Submit monthly financial and statistical data in compliance with Goodwill Industries International (GII) membership standards, including Enhanced Monthly Report (EMR) submissions.
13. Oversee the Human Resources Information System (HRIS), ensuring accurate and up-to-date recordkeeping.
14. Maintain and organize all HR documentation and databases in compliance with CARF standards, including policies, training records, recruitment data, and employee files.
15. Oversee and maintain the performance appraisal process and employee development programs; lead annual compensation reviews, including market analysis and merit pool recommendations.
16. Develop and update personnel policies and procedures; maintain the Employee Handbook and administer employee benefits programs, including renewals, claims, and cost analyses.
17. Develop and maintain the Affirmative Action Program; ensure timely filing of EEO-1 reports and compliance with EEO regulations.
18. Prepare and manage internal and external HR audits, ensuring documentation and process integrity.
19. Lead and support full-cycle recruitment and onboarding processes.
20. Develop and implement retention strategies that support employee satisfaction and performance.
21. Ensure diversity, equity, and inclusion are embedded in all hiring and workforce practices.
22. Analyze and enhance HR operational workflows, metrics, and reporting systems.
23. Maintain all departmental records, organizational charts, and employee directories; participate in staff and leadership meetings as required.
24. Foster a positive and inclusive workplace culture through employee engagement and conflict resolution.
25. Serve as the point of contact for complex and sensitive HR matters.
26. Conduct grievance meetings, provide employee counseling, and advise leadership on employment law issues; lead internal investigations and ensure timely resolutions.
27. Direct employee benefits, workers' compensation, and risk management strategies; evaluate and implement benefit enhancements or cost-saving opportunities.
28. Evaluate HR reports and metrics; recommend and implement continuous improvement strategies.
29. Manage training and development programs across the organization, including leadership development and soft-skills training.
30. Coordinate organizational events, annual training schedules, employee recognition initiatives, and service awards.
31. Serve as an active member of the Safety Committee and ensure staff compliance with safety initiatives.
32. Administer and ensure compliance with leave management programs, including FMLA, ADA, and other applicable federal and state laws.
33. Oversee HR department operations and manage the departmental budget effectively.
34. Supervise and develop HR staff, providing ongoing training and guidance.
35. Perform other related duties as assigned.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred.
• Bilingual English/Spanish, both written and verbal
• Minimum of 7–10 years of progressive HR experience, including at least 5 years in a leadership role.
• SHRM-SCP, SPHR, or equivalent certification strongly preferred.
• Experience overseeing HR functions in a multi-site organization.
• Must have a valid driver’s license and proof of insurance.
• Nonprofit experience a plus.

Skills & Competencies:

• Strong knowledge of HR laws and practices.
• Exceptional interpersonal, communication, and leadership skills.
• Ability to build and maintain strong working relationships across all levels of the organization.
• Proven ability to manage multiple priorities in a fast-paced, mission-driven environment.
• High ethical standards and commitment to confidentiality.
• Strategic thinker with hands-on ability to execute HR initiatives.
• Strong organizational and project management skills.
• Proficiency in HRIS systems and Microsoft Office Suite.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Ability to multi-task, manage multiple priorities.
• Ability to lift a minimum of 30 pounds.
• Ability to stand, sit, walk, for extended periods of time.
• Ability to travel locally to various locations throughout the territory.
• Standard office environment with periodic travel to remote locations and community events or meetings. Some evening or weekend availability may be required based on organizational needs.