DIRECTOR OF HUMAN RESOURCES

Job Summary

The Director of Human Resources is responsible for developing, implementing, and managing all aspects of Hope Haven's human resources operations, including recruitment and retention, employee relations, compensation and benefits administration, performance management, training and development, HR compliance, and personnel policy administration. This position provides strategic leadership for workforce planning and organizational development in support of Hope Haven's mission of serving individuals with intellectual and developmental disabilities and other vulnerable populations. The Director of Human Resources collaborates closely with executive, clinical, program, and finance leadership to ensure a qualified, engaged, and compliant workforce, and to support the organization's ongoing operational and financial sustainability.

Essential Functions

Human Resources Strategy & Leadership

• Develop and implement a comprehensive human resources strategy aligned with Hope Haven's mission and operational goals.
• Establish protocols to ensure consistent, compliant, and effective HR practices across the organization.
• Monitor workforce trends and report HR metrics and initiatives to leadership.
• Develop HR goals and performance improvement initiatives.
• Support organizational sustainability through effective workforce planning and talent management.

Recruitment & Retention

• Oversee recruitment, screening, interviewing, and hiring processes for all positions.
• Develop and maintain job postings, job descriptions, and recruitment marketing materials.
• Partner with program and department leaders to forecast staffing needs and address turnover.
• Develop and implement strategies to improve employee retention and engagement.
• Manage onboarding and new hire orientation processes.

Employee Relations & Compliance

• Serve as the primary point of contact for employee relations matters, complaints, and workplace concerns.
• Conduct or oversee workplace investigations and recommend appropriate resolutions.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain and update employee handbook, personnel policies, and procedures.
• Advise supervisors and managers on performance management, disciplinary action, and terminations.

Compensation, Benefits & HRIS

• Administer employee benefits programs, including health insurance, retirement plans, and leave programs.
• Coordinate open enrollment and serve as liaison with benefits brokers and vendors.
• Maintain and evaluate compensation structures for internal equity and market competitiveness.
• Maintain accurate and confidential employee records within the HRIS/HCM system.
• Oversee payroll-related HR functions in coordination with Finance.

Training, Development & Performance Management

• Develop and coordinate employee training, including required compliance and professional development training.
• Administer the organization's performance evaluation process and provide guidance to supervisors.
• Support succession planning and leadership development initiatives.
• Track completion of mandatory trainings, certifications, and licensure requirements for staff.

Personnel Records, Credentialing & Regulatory Support

• Maintain compliant personnel files, including background checks, licensure, and required certifications.
• Support licensing, accreditation, and regulatory audits related to human resources and personnel documentation.
• Monitor compliance with background check, health screening, and credentialing requirements applicable to program staff.
• Ensure timely renewal of required certifications, trainings, and screenings for direct care and program staff.

Reporting & Organizational Support

• Develop reports related to staffing, turnover, recruitment, and workforce trends.
• Analyze HR performance metrics and identify improvement opportunities.
• Communicate human resources performance and initiatives to organizational leadership.
• Support budgeting, forecasting, and financial planning initiatives related to staffing and compensation.

Supervisory Responsibilities

Provides leadership, supervision, coaching, and performance oversight for the HR Assistant. Responsible for staff development, workflow management, operational accountability, training, performance management, and achievement of human resources department objectives.

Additional Responsibilities

• Participate in organizational planning and operational initiatives.
• Attend required meetings, trainings, and leadership activities.
• Support implementation of new HR programs, systems, and initiatives.
• Perform other duties within the scope of the position as assigned.

Physical Demands

• Keyboarding
• Walking
• Sitting
• Lifting

Work Environment

Work is performed primarily in an office and administrative environment. Regular interaction with executive leadership, program and clinical staff, finance personnel, employees, benefits vendors, regulators, and community partners is expected. Extensive computer use, electronic documentation, and communication activities are required.

Disclaimer

This job description is intended to describe the general nature and level of work performed by employees assigned to this position. It is not intended to be an exhaustive list of all duties, responsibilities, or qualifications. Duties and responsibilities may change based on organizational needs.

Equal Employment Opportunity Statement

Hope Haven is an Equal Opportunity Employer and is committed to providing equal employment opportunities to all employees and applicants without regard to legally protected status. Employment decisions are based on qualifications, merit, and business needs.

Qualification Requirements

The Director of Human Resources must possess advanced knowledge of human resources management, employment law, benefits administration, recruitment and retention strategies, employee relations, performance management, training and development, and regulatory compliance necessary to support Hope Haven's workforce and organizational objectives.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• Master's degree preferred.
• Minimum five (5) years of progressive human resources experience, including at least two (2) years in a supervisory or leadership capacity.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Demonstrated knowledge of federal and North Carolina state employment law, including FLSA, FMLA, ADA, Title VII, EEO, and workers' compensation requirements.
• Experience with HRIS/HCM platforms, payroll systems, applicant tracking systems, and benefits administration software.
• Experience managing employee relations matters, investigations, and progressive discipline processes.
• Strong interpersonal, organizational, and analytical skills.
• Ability to communicate effectively with executive leadership, program staff, employees, and external partners.
• Experience developing, implementing, and improving human resources policies and procedures.
• Experience working in a nonprofit, human services, behavioral health, or healthcare organization preferred.
• Knowledge of licensing, credentialing, and background check requirements applicable to human services or healthcare staff preferred.
• Valid driver's license and ability to meet Hope Haven's insurability requirements.

Pre-Employment Requirements

All offers of employment are contingent upon successful completion of Hope Haven's pre-employment screening requirements, which may include background verification and other screening requirements applicable to the position and consistent with applicable law.

This position may require operating a Hope Haven vehicle on an occasional or as-needed basis. When assigned driving duties, the employee must maintain a valid driver's license and be insurable under Hope Haven's automobile insurance policy.

Knowledge, Skills & Abilities

• Human resources management
• Employment law and regulatory compliance
• Recruitment, selection, and retention strategies
• Employee relations and conflict resolution
• Compensation and benefits administration
• Performance management systems
• Training and staff development
• HRIS and payroll systems
• Policy development and administration
• Workforce planning and organizational development
• Leadership and staff supervision
• Investigations and progressive discipline
• Data analysis and reporting
• Organizational and time management skills
• Written and verbal communication skills
• Problem-solving and decision-making skills
• Collaboration and relationship management
• Discretion, confidentiality, and sound judgment

Salary : $75,000 - $85,000