Human Resources Director

Job Title: Human Resource Director 

Reports To: Chief Executive Officer 

Supervisory Responsibilities: Direct oversight of the Human Resources team 

Position Summary: The Human Resource Director is a strategic leader responsible for developing and executing the organization’s human capital strategy in alignment with business objectives. This role drives enterprise-wide HR initiatives including talent acquisition, performance management, employee relations, leadership development, compliance, benefits/401(k) administration, and workforce integration related to new office acquisitions. 

Duties and Responsibilities: 

• Contribute to the development and execution of HR strategies aligned with overall business objectives. 
• Successfully drive key HR processes including Performance Management, Career Development, Talent Planning, Succession Planning, and Training & Development. 
• Use HR initiatives as a platform to influence and enable positive organizational change. 
• Understand business plans and guide organizational and job design to meet evolving business needs. 
• Drive workforce planning strategy to acquire new skills and capabilities aligned with growth initiatives. 
• Develop and implement HR dashboards and key performance metrics to measure program effectiveness. 
• Partners closely with executive leadership to shape culture, enhance organizational effectiveness, support growth initiatives, and ensure compliance across all locations. 
• Lead all HR-related due diligence and integration activities associated with new office acquisitions. 
• Partner with executive leadership to support change management initiatives during expansions and mergers. 
• Serve as a strategic advisor and coach to leaders on complex employee relations issues. 
• Engage with leaders and employees to shape and reinforce desired organizational culture. 
• Proactively identify organizational and people-related risks and implement scalable solutions. 
• Champion employee engagement initiatives and foster a high-performance, inclusive workplace. 
• Lead enterprise talent planning initiatives, including high-potential identification and succession planning. 
• Partner with location leadership to implement development programs and leadership coaching. 
• Ensure compliance with all federal, state, and local employment laws and regulations across multi-state operations. 
• Design and implement retention strategies focused on key leaders and critical skill roles. 
• Oversee design and implementation of competitive compensation and benefits programs. 
• Provide strategic oversight of the organization’s 401(k) retirement plan 
• Perform other related duties as assigned to support business needs and organizational growth. 

Required Skills and Abilities: 

• Demonstrated leadership ability with proven experience in strategy development, critical thinking, and complex problem solving. 
• Proven experience applying continuous improvement methodologies (e.g., Lean, Six Sigma). 
• Strong knowledge of multi-state employment law and HR compliance. 
• Experience managing 401(k) retirement plans and benefit vendors. 
• Experience supporting mergers, acquisitions, or multi-site growth environments. 
• Proficiency with Microsoft Office Suite (required); experience with UltiPro/UKG or comparable Human Capital Management systems (preferred). 
• Ability to interface effectively with cross-functional teams and all levels of management. 
• Excellent verbal and written communication skills. 
• Self-starter with strong organizational and time management skills. 
• Strong analytical and data-driven decision-making capabilities. 
• English language competency required. 

Core Competencies: 

• Collaboration – Works effectively and inclusively with diverse stakeholders across the organization. 
• Influencing – Gains commitment and support from varied audiences to advance organizational priorities. 
• Decisiveness – Quickly analyzes data and information to identify options and make informed decisions. 
• Curiosity – Demonstrates a growth mindset; seeks innovative ways to add value. 
• Courage – Confidently addresses difficult issues and challenges constructively. 
• Results-Oriented – Drives measurable outcomes aligned with organizational goals. 

Education and Experience: 

• Bachelor’s degree in Human Resources, Business Administration, or related field required. 
• Master’s degree preferred. 
• SHRM-CP, SHRM-SCP, SPHR, or similar HR certification preferred. 
• Minimum of 7–10 years of progressive HR leadership experience. 
• Experience in healthcare, multi-site operations, or high-growth organizations preferred. 

Physical Requirements: 

• Prolonged periods sitting at a desk and working on a computer. 
• Ability to travel to multiple office locations as needed. 
• Ability to occasionally lift up to 15 pounds.