Director of Human Resources

Director of Human Resources

Department: Administration
Reports To: CEO
FLSA Status: Exempt
Classification: Full-Time

Effective: July 2026

Position Summary:

The Director of Human Resources serves as a strategic business partner to the CEO and leadership team, providing oversight of all human resources functions, including talent acquisition, employee relations, compensation and benefits, performance management, compliance, training and development, HR systems administration, and organizational culture initiatives. This role balances strategic planning with hands-on execution to ensure a positive employee experience throughout the employee lifecycle.

The Director also provides oversight of workplace safety programs and may oversee facilities, technology, and administrative functions as assigned. 

Essential Duties and Responsibilities

Human Resources Leadership

• Develop and implement human resource strategies aligned with organizational goals and objectives.
• Lead initiatives that foster a positive workplace culture and support employee engagement and retention.
• Provide leadership, coaching, and professional development for employees.
• Collaborate with department leaders on workforce planning, staffing needs, and organizational effectiveness. 

Talent Acquisition and Employee Lifecycle

• Oversee recruitment and selection processes to attract and retain qualified employees.
• Direct onboarding, orientation, employee transitions, and offboarding activities.
• Ensure a positive and consistent employee experience throughout the employment lifecycle.
• Manage employee communications related to HR policies, programs, and organizational initiatives.
• Maintain workforce planning and staffing metrics.

Employee Relations and Performance Management

• Serve as a resource for managers and employees regarding employee relations issues, conflict resolution, and workplace concerns.
• Guide performance management processes, including evaluations, coaching, corrective actions, and employee development plans.
• Partner with supervisors to address performance concerns and support employee success.
• Monitor employee engagement and recommend improvements to workplace practices.

Compensation and Benefits Administration

• Provide strategic direction and oversight of compensation programs and benefit offerings.
• Manage vendor relationships and coordinate benefit administration activities.
• Oversee annual benefit renewals, open enrollment, employee communications, and compliance reporting.
• Support compensation analysis, salary administration, and market competitiveness initiatives. 

Compliance and Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain HR policies, procedures, employee records, and documentation.
• Oversee I-9 verification, personnel files, leave administration, labor law postings, and required recordkeeping.
• Ensure compliance with grant requirements and audit standards where applicable.
• Maintain confidentiality of employee information and organizational records. 

HR Systems, Reporting, and Administration

• Oversee HRIS and payroll-related systems to ensure data integrity and accurate employee records.
• Develop and maintain HR policies, procedures, guides, and internal resources.
• Prepare and analyze HR metrics, including turnover, vacancies, retention, benefits utilization, and workforce trends.
• Support organizational planning through data-driven recommendations and reporting. 

Training and Organizational Development

• Coordinate and support employee training, professional development, and leadership development initiatives.
• Identify organizational training needs and recommend learning opportunities.
• Promote continuous improvement and employee growth across the organization. 

Safety and Administrative Oversight

• Ensure compliance with workplace safety regulations, OSHA requirements, and related recordkeeping.
• Support organizational safety initiatives and safety committee activities.
• Manage vendor relationships related to HR, benefits, safety, and other administrative services.

Other Duties

• Perform other duties and special projects as assigned.

Education and Experience

Required:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
• Five to seven years of progressively responsible human resources experience.
• Three or more years of supervisory or management experience.
• Demonstrated knowledge of employment law, employee relations, compensation, benefits, and HR operations.

Preferred:

• Master's degree in Human Resources, Business Administration, or related field.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification.
• Experience in nonprofit organizations and grant-funded environments.
• Experience with HRIS and payroll systems. 

Qualifications

• Strong leadership and relationship-building skills.
• Excellent communication and interpersonal skills.
• Strong analytical and problem-solving abilities.
• Exceptional organizational and project management skills.
• Ability to manage confidential information with discretion.
• Ability to balance strategic thinking with operational execution.
• Proficiency in Microsoft Office applications and HR information systems.
• Commitment to the mission and values of the organization. 

Physical Requirements

The employee will work primarily in an office environment and must be able to sit, stand, walk, and occasionally lift up to 10 pounds. Occasional local travel may be required to attend meetings, training, or organizational events.