The HR Director is a key contributor to the achievement of the talent strategy, ensuring the HR department drives the attraction, engagement, and retention of the right talent for success. leading a team of HR Generalists, Recruiters, Benefits Specialists, and Payroll Administrator. The HR Director ensures progress toward strategic goals by the HR Department and serves as the internal human resources expert. This position partners with, and reports to, the Chief Operating Officer.

• Manages the human resources team, overseeing the allocation of work and performance against Provides feedback, coaching, and mentoring, and drives employee development.
• Partners with the team and/or personally carries out the administration of HR responsibilities including, but not limited to compensation, benefits, and leaves of absence; disciplinary matters including disputes and investigations; performance and talent management; occupational health and safety; and training and development.
• Identifies and ensures compliance with legal and contractual obligations along with reporting regulations affecting human resources functions, including Affirmative Action Plan and CARF requirements. Partners and liaises with external resources including the attorneys, insurance brokers and claims adjusters, HR management information system vendors, and others.
• Partners with the Chief Operating Officer in the design of HR policies, programs, and procedures to align the workforce with the talent strategy and organizational culture and ensures implementation. Remains up-to-date on HR best practices and industry trends to identify opportunities for improvement.
• Participates in strategic planning activities with the Chief Operating Officer, providing concise recommendations based on research, metrics, and organizational factors. Provides input and oversees annual budget expenditures and resource requirements.
• Identifies, monitors, and analyzes HR metrics to measure trends and progress against strategic goal accomplishment. Uses data to make business cases to senior management and to identify when changes or modifications to HR programs or projects are necessary.
• Negotiates and manages complex dispute resolution, handling confidential issues professionally and appropriately in accordance with relevant legislation.
• Accepts additional responsibilities relevant to HR.

Although we value academic achievement, we recognize and celebrate individual journeys ; therefore, experience and knowledge are prioritized

• Minimum of 6 years of HR-related experience
• Minimum of 2 years personnel management experience
• Bachelor’s degree or additional 2 years of experience in non-profits, social work, or HR
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational requirements, employee relations, diversity, performance management, and federal and state specific employment laws.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential (Preferred)

Skills, Abilities, and Knowledge

• Excellent customer services ability

• Understanding of and concern for the issue of homelessness

• Strong time management skills
• Good problem-solving skills
• Excellent verbal and written communication skills
• Ability to work on site (flexibility for some remote work)