Senior Director of Human Resources

The Senior Director of Human Resources serves as the organization's senior human resources leader and is responsible for the strategic and operational management of all HR functions. The position partners with the COO and organizational leaders to develop and implement workforce strategies that support BestCare's mission, growth, regulatory compliance, employee engagement, and operational excellence. 

The Senior Director provides leadership for talent acquisition, employee relations, compensation, benefits, HR compliance, performance management, workforce planning, organizational development, and HR operations. This position develops and leads a high-performing HR team while ensuring consistent, legally compliant, and employee-centered HR practices across all BestCare locations. This role translates organizational priorities into practical people strategies that strengthen leadership effectiveness, workforce stability, and employee retention. 

ESSENTIAL FUNCTIONS: 

Strategic Leadership 

• Partner with the COO and executive leadership team to develop workforce strategies aligned with organizational goals and growth initiatives.  
• Lead workforce planning efforts including staffing forecasts, succession planning, retention strategies, and talent pipeline development.  
• Analyze workforce trends and key performance indicators to support data-driven decision making.  
• Provide consultation to leaders regarding organizational structure, workforce effectiveness, change management, and employee engagement.  
• Develop and implement leadership development initiatives that strengthen management capabilities throughout the organization.  
• Recommend and implement continuous improvements to HR programs, systems, and processes.  

Human Resources Operations 

• Direct and oversee all HR functions including recruitment, onboarding, employee relations, compensation, benefits administration, HRIS, leave administration, and compliance.  
• Ensure compliance with federal, state, and local employment laws and regulatory requirements.  
• Oversee CARF workforce standards and preparation for workforce-related audits and accreditation reviews.  
• Ensure accurate personnel records management and HRIS data integrity.  
• Oversee administration of background checks, personnel files, and employment documentation.  
• Lead annual compensation review processes and support administration of the organization's compensation philosophy and wage structure.  
• Develop, monitor, and report HR metrics including turnover, vacancies, recruitment effectiveness, employee engagement, and workforce trends.  

Employee Relations & Compliance 

• Serve as the organization's senior resource for employee relations matters, investigations, performance concerns, corrective action, and conflict resolution.  
• Conduct or oversee investigations involving employee complaints and workplace concerns.  
• Partner with legal counsel and organizational leadership on employment-related matters as needed.  
• Ensure consistent application of HR policies, procedures, and employment practices.  
• Maintain and update the Employee Handbook and HR policies in accordance with changing laws and organizational needs.  
• Mitigate organizational risk through proactive employee relations and compliance practices.  

Talent Management & Organizational Development 

• Lead talent acquisition strategies that support workforce needs and organizational growth.  
• Oversee onboarding, performance management, employee development, and succession planning programs.  
• Establish leadership competencies and management expectations across the organization.  
• Design and implement supervisor and leadership training programs.  
• Promote a culture of accountability, engagement, recognition, and continuous improvement.  
• Collaborate with leaders to identify workforce development needs and create targeted learning opportunities.  

Leadership & Team Development 

• Provide leadership, coaching, mentoring, and performance management to HR staff and Human Resources Business Partners.  
• Establish departmental goals, performance expectations, and accountability measures.  
• Foster a collaborative, customer-service-oriented HR team culture.  
• Ensure cross-training and operational continuity within HR functions.  
• Lead HR staff development and succession planning efforts. 

QUALIFICATIONS: 

REQUIRED EDUCATION AND/OR EXPERIENCE: 

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field; or minimum of 8 years progressive healthcare or behavioral health human resources experience. 
• Minimum of 5 years leadership experience managing HR professionals. 
• Demonstrated experience in employee relations, employment law, workforce planning, and HR operations. 
• Experience in healthcare, behavioral health, or nonprofit environments. 
• Experience supporting multi-site organizations.  

LICENSES AND CERTIFICATIONS: 

• Current HRCI-PHR/SPHR or SHRM-CP/SCP certification required and ability/commitment to maintain certification in one year. 
• Must maintain a valid Oregon Driver License or ability to obtain one upon hire and be insurable under the organization’s auto liability coverage policy (minimum 21 years of age and with no Type A violations in the past 3 years, or three (3) or more Type B violations) and must have a reliable vehicle with adequate insurance to travel as needed. 

PREFERRED: 

• Master's degree in Human Resources, Business Administration, Healthcare Administration, or related field. 
• Experience with CARF, Joint Commission, or other regulatory/accreditation standards. 
• HRIS implementation or optimization experience.  

REQUIRED COMPETENCIES: Must have demonstrated competency or ability to attain competency for each of the following within a reasonable period:   

• Must have solid business acumen and HR expertise, and ability to stay current with changes in federal and state regulations 
• Proven ability to lead, develop, and manage high-performing teams, and drive change management initiatives  
• Ability to provide consultation on all HR and employee relations issues that are consistent across BestCare and compliant with employment laws, HR policies and procedures, best practices and legal advice; 
• Must have strong knowledge and understanding of compensation and pay practices as defined by the Oregon Equal Pay Act, FLSA, and best practices; 
• Must have strong critical-thinking and problem-solving skills; 
• Excellent communication, interpersonal, and collaboration skills, with the ability to build and maintain effective relationships with diverse stakeholders, including employees, leadership, and vendors; 
• Expertise in operational management, strategic planning, and performance improvement; 
• Ability to work independently and collaboratively in a fast-paced, multi-site environment; 
• Demonstrated ability to exercise good judgment in handling HR matters, which may be urgent or stressful; 
• Demonstrated cultural competence and commitment to open-mindedness, cultural awareness, compassion, and inclusion; 
• Ability to maintain strict confidence as required by HIPAA, 42 CFR, and Oregon Statutes; 
• Ability to manage conflict resolution and anger/fear/hostility/violence of others appropriately and effectively; 
• Must have demonstrated integrity and ethical practices 
• Advanced computer experience in word processing, spreadsheets, Internet, desktop publishing, and database management required 
• Strong organizational skills and the ability to prioritize and complete tasks required 
• Ability to remain calm while working under pressure in a busy environment 
• Demonstrate experience in verbal and written communication in a professional setting as well as demonstrate experience working with a diverse population of employees 
• Must work well with others and maintain an effective working relationships on all levels of employees 
• Ability to maintain absolute confidentiality in all aspects of personnel matters and in dealing with the CEO matters 
• Must be able to promote a positive influence within the company 
• Must be a team player, possessing outstanding interpersonal relationship building, and employee coaching skills. 
• Must be able to work as part of the management team as a strategic partner 
• Ability to work within framework of standard policies and procedures 
• Able and willing to travel between job sites over three counties in personal vehicle required (reimbursement for mileage provided) 
• Ability to work independently with little supervision required