Human Resources Director

Position Title:               Human Resources Director

Department:              Administration           

Reports to:                 Chief Strategy Officer/Chief of Staff

Status:                             Full-Time/Exempt

Position Summary: 

The Human Resources Director is responsible for the overall leadership, direction, and administration of the Human Resources function. This position develops and implements human resources strategies, policies, and programs that align with organizational goals and ensure compliance with all applicable federal, state, and local laws. The Director serves as a strategic partner to executive leadership, providing guidance on workforce planning, employee relations, organizational development, and risk management, while ensuring the effective delivery of HR services through the HR team.

Responsibilities

Strategic Leadership

• Provides leadership and direction in the development, implementation, and continuous evaluation of Human Resources strategies that align with organizational goals, operational priorities, and long-term growth initiatives


• Partners closely with executive leadership to identify workforce needs, develop talent strategies, and foster a high-performance culture that supports employee engagement and retention


• Establishes departmental objectives, key performance indicators, and measurable outcomes to ensure the effectiveness and continuous improvement of HR programs and services


• Leads organizational development initiatives, including succession planning, workforce planning, and leadership development efforts to ensure long-term organizational sustainability

Recruitment & Workforce Planning

• Develops and oversees comprehensive talent acquisition strategies designed to attract, hire, and retain qualified candidates in alignment with organizational needs


• Collaborates with leadership to assess current and future staffing requirements and ensures effective workforce planning processes are in place


• Monitors recruitment metrics and outcomes to evaluate effectiveness and identify opportunities for improvement in hiring practices and candidate experience

Compliance & Policy Oversight

• Ensures organizational compliance with all applicable federal, state, and local employment laws and regulations by interpreting legal requirements and advising leadership on necessary actions


• Oversees the development, review, approval, and implementation of Human Resources policies and procedures to ensure consistency, compliance, and alignment with organizational standards


• Directs and monitors internal and external audits related to Human Resources, ensuring timely and accurate reporting and resolution of any identified issues


• Provides guidance to management on risk mitigation strategies and ensures appropriate handling of sensitive or high-risk employment matters

Employee & Labor Relations

• Serves as the primary authority on complex employee relations matters, providing guidance and direction on investigations, disciplinary actions, and conflict resolution


• Oversees and manages the organization’s relationship with labor unions, including during union negotiations, participating in labor-management discussions, and ensuring compliance with collective bargaining agreements


• Acts as the final escalation point for employee complaints and grievances, ensuring appropriate investigation, documentation, and resolution in accordance with organizational policies and legal requirements


• Collaborates with legal counsel when necessary to address sensitive or high-risk employee relations issues

Benefits & Compensation Oversight

• Oversees the design, implementation, and administration of employee benefits and compensation programs to ensure competitiveness, cost-effectiveness, and compliance


• Manages organizational insurance programs, including health, workers’ compensation, and liability coverage, ensuring appropriate risk management practices are in place


• Evaluates benefits offerings and compensation structures to support recruitment, retention, and organizational objectives

Safety & Workers’ Compensation Oversight

• Oversees organizational safety strategies, policies, and initiatives aimed at reducing workplace injuries, improving hazard awareness, and strengthening overall safety culture across departments


• Training Advises executive leadership on workplace safety performance, regulatory exposure, and workers’ compensation trends, including recommendations for risk mitigation and organizational improvements& Organizational Development


• Provides strategic oversight of the organization’s workplace safety and workers’ compensation programs to ensure compliance with applicable federal, state, and California regulations, while promoting a safe, healthy, and risk-aware work environment

Training and Leadership Development

• Directs the development and execution of training and leadership development programs to enhance organizational capability and support employee growth


• Ensures training initiatives are aligned with organizational priorities and workforce development goals


• Oversees leadership development strategies designed to strengthen management effectiveness and succession readiness


• Evaluates the effectiveness of training programs and ensures continuous improvement based on organizational needs

HR Operations

• Oversees the overall delivery of Human Resources services, ensuring that systems, processes, and staff are operating efficiently and effectively


• Establishes accountability standards for HR staff and monitors performance to ensure high-quality service delivery across all HR functions


• Reviews and analyzes HR metrics, reports, and trends to inform decision-making and drive continuous improvement

Qualifications/Requirements           

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required; Master’s degree preferred


• Minimum of 7–10 years of progressive Human Resources experience, including at least 3–5 years in a senior leadership or HR management role with strategic responsibility


• Experience in a healthcare or similarly regulated environment strongly preferred


• Demonstrated knowledge of federal and California employment laws and regulations, including Wage and Hour laws, ADA, FMLA/CFRA, OSHA, workers’ compensation, I-9 requirements, and other applicable compliance standards


• Proven experience in labor relations and union environments, including collective bargaining, grievance resolution, and contract administration


• Strong background in HR strategy development and execution, including workforce planning, employee engagement, and organizational development initiatives


• Experience overseeing core HR functions such as employee relations, benefits, compensation, recruitment strategy, training, and compliance at an organizational level


• Ability to interpret complex employment situations and provide sound executive-level guidance and recommendations to leadership


• Strong leadership, communication, and interpersonal skills with the ability to influence and collaborate effectively at the executive level


• Demonstrated ability to manage sensitive, confidential, and high-risk matters with sound judgment, discretion, and professionalism


• Strong analytical skills with the ability to interpret HR metrics, workforce data, and trends to support strategic decision-making


• Proficiency in HRIS systems and advanced Microsoft Office skills, including Excel and reporting tools


• SHRM-SCP, SHRM-CP, PHR, or equivalent HR certification strongly preferred


• Must be able to work in a fast-paced environment, manage competing priorities, and adapt to changing organizational needs