Department: Human Resources
Reports To: Executive Leadership
Classification: Full-Time, Salaried, FLSA Exempt
Salary Range: 90,000–120,000 annually, depending on experience
Benefits and Perks
- Medical, Dental, and Vision Insurance
- 401(k) Plan with Employer Match
- Flexible Paid Time Off
- Performance-Based Bonuses and Incentives
- Assigned Company Vehicle
- Company Phone
- Company Computer
- Educational and Professional Development Assistance
Position Summary
The Human Resources Director is responsible for the operation and performance of the Human Resources Department.
The HR Director leads the HR team and is responsible for ensuring that recruiting, hiring, onboarding, employee relations, leave and accommodations, benefits, employee records, HR systems, and employment-related compliance are handled correctly and on time.
The HR Director serves as the company's senior HR resource for managers and executive leadership. The Director is expected to know what is happening within the department, assign work appropriately, address matters requiring Director-level involvement, and ensure routine HR work does not depend on the Director personally completing it.
Essential Duties and ResponsibilitiesHR Department Leadership
The HR Director leads the Human Resources Department and is accountable for the department's work.
Responsibilities include:
- Establish clear responsibilities for each member of the HR team.
- Assign and prioritize department work.
- Meet regularly with HR staff and follow up on assigned work.
- Maintain written procedures for recurring HR responsibilities.
- Cross-train HR staff so essential functions do not depend on one person.
- Monitor HR deadlines and ensure required work is completed on time.
- Address performance, workload, and training needs within the HR department.
- Keep executive leadership informed of significant HR matters, department needs, and overdue or unresolved issues.
The HR Director remains accountable for the department's results when responsibilities are delegated to other HR employees.
Recruiting, Hiring and Onboarding
The HR Director is responsible for the effectiveness and consistency of the company's recruiting, hiring, and onboarding processes.
Responsibilities include:
- Oversee job postings, applicant screening, interviews, offers, pre-employment requirements, background clearances, and onboarding.
- Monitor open positions and hiring progress.
- Maintain practical interview guides and selection standards.
- Ensure hiring staff and managers follow established hiring procedures.
- Ensure required hiring documentation is completed and maintained.
- Ensure required background clearances and job prerequisites are completed before employees perform work requiring them.
- Ensure new employees complete required onboarding steps and documentation.
- Identify recurring hiring or onboarding problems and correct the process causing them.
The HR Director is responsible for the effectiveness of the hiring process but is not expected to personally process every applicant or new hire.
Employee Relations
The HR Director serves as the senior HR resource for employee-related matters.
Responsibilities include:
- Advise managers on attendance, conduct, performance, discipline, and termination.
- Review significant disciplinary and termination matters before action is taken.
- Ensure employee complaints are addressed and documented.
- Conduct or oversee workplace investigations involving harassment, discrimination, retaliation, employee complaints, supervisor conduct, or other employment matters.
- Maintain appropriate investigation and employee-relations records.
- Identify matters requiring executive leadership or employment counsel.
- Follow up on significant employee-relations matters until they are resolved.
- Identify repeated concerns involving particular managers, programs, locations, or types of complaints.
- Ensure similar employee matters are handled consistently throughout the company.
Leave, Accommodation and Return to Work
The HR Director is responsible for the company's employee leave and accommodation processes.
Responsibilities include:
- Ensure leave requests are identified and processed appropriately.
- Oversee FMLA, CFRA, Pregnancy Disability Leave, baby-bonding leave, and other applicable leave processes.
- Oversee disability and religious accommodation requests and the interactive process.
- Ensure required notices, certifications, documentation, and deadlines are maintained.
- Coordinate employee work restrictions, modified duty, and return-to-work status.
- Ensure managers receive the information necessary to manage the employee while protecting confidential medical information.
- Monitor open leave and accommodation cases through completion.
Benefits and Retirement Administration
The HR Director is responsible for HR's administration of employee benefits and retirement-plan responsibilities.
Responsibilities include:
- Ensure eligible employees receive benefit information and enrollment opportunities on time.
- Oversee enrollments, changes, qualifying events, terminations, and annual open enrollment.
- Ensure benefit records are accurate and discrepancies are corrected.
- Oversee HR's responsibilities for ACA reporting.
- Oversee HR's responsibilities for 401(k) eligibility, employee communication, and annual census preparation.
- Maintain working relationships with benefit carriers, brokers, vendors, and the retirement-plan administrator.
- Coordinate with Finance and Payroll when benefit administration requires payroll or compensation information.
HR Systems and Employee Records
The HR Director is responsible for the accuracy and maintenance of the company's HR records and systems.
Responsibilities include:
- Ensure hires, transfers, promotions, supervisor changes, leaves, status changes, and terminations are entered accurately and on time.
- Maintain appropriate personnel, medical, leave, disciplinary, and investigation records.
- Ensure employees are assigned to the correct company, program, location, supervisor, position, and employment status.
- Identify and correct missing, duplicate, or inaccurate employee information.
- Protect confidential HR information and control appropriate system access.
- Produce accurate HR reports for leadership, vendors, audits, and required reporting.
- Oversee HR's responsibilities during HR system implementation or major system changes.
Employment Compliance
The HR Director is responsible for HR-specific employment compliance.
Responsibilities include:
- Maintain a calendar of recurring HR deadlines, reports, notices, and filings.
- Ensure required employment notices and workplace postings are current.
- Ensure HR-owned government reports and filings are completed on time.
- Maintain records showing required HR obligations were completed.
- Maintain current HR policies, procedures, forms, and manager guidance.
- Review employment practices for consistency with company policy and applicable employment requirements.
- Coordinate with employment counsel when legal interpretation or additional guidance is needed.
- Provide HR records and information required for audits and compliance reviews.
Workers' Compensation – Employee Administration
The HR Director is responsible for HR's employee-facing responsibilities following workplace injuries.
Responsibilities include:
- Ensure workplace injuries are reported through the appropriate process.
- Maintain appropriate communication with injured employees.
- Track work restrictions and return-to-work documentation.
- Coordinate modified duty and leave when applicable.
- Ensure managers receive appropriate work-status information.
- Protect confidential employee medical information.
- Coordinate with Risk & Compliance, managers, carriers, and other parties when necessary.
Manager Support
The HR Director is responsible for ensuring managers receive practical and consistent HR guidance.
Responsibilities include:
- Answer employment-related questions.
- Explain company policies and HR processes.
- Coach managers through difficult employee situations and conversations.
- Review disciplinary and performance documentation when appropriate.
- Help managers recognize when leave, accommodation, injury, discrimination, retaliation, or another protected issue may be involved.
- Provide managers with usable forms, templates, instructions, and tools.
- Correct management practices that are inconsistent with company policy or create unnecessary employment risk.
- Escalate matters that should not be handled independently by a manager.
Managers remain responsible for managing their employees. Human Resources provides guidance, consistency, documentation, and support.
Training and Employee Communication
The HR Director oversees HR-related employee and manager training and communication.
Responsibilities include:
- Ensure required HR-owned employment training is assigned and tracked.
- Maintain HR-related onboarding content.
- Provide managers with training and guidance when recurring employment issues are identified.
- Prepare or approve employee communications regarding HR policies, benefits, leave, and employment processes.
- Ensure HR communications are clear, accurate, and consistent.
HR Reporting and Quality Control
The HR Director is responsible for knowing whether the Human Resources Department is functioning effectively.
The Director will regularly review:
- Open positions and hiring activity.
- Background clearances and onboarding status.
- Open employee-relations matters.
- Open investigations.
- Active leaves and accommodations.
- Benefit eligibility and enrollment issues.
- 401(k) eligibility and required administration.
- Overdue HR tasks and compliance deadlines.
- Employee-record and HRIS discrepancies.
- HR department workload and staffing needs.
Recurring errors, missed deadlines, or incomplete work should result in a correction to the procedure, system, assignment, or employee responsible for the problem.
Department Improvement
The HR Director is responsible for improving the Human Resources Department as the company grows.
Responsibilities include:
- Simplify HR processes that are unnecessarily complicated or manual.
- Reduce reliance on individual employees for critical department functions.
- Identify work that can appropriately be delegated within the HR team.
- Improve forms, templates, systems, and procedures when recurring problems are identified.
- Complete assigned HR projects and department goals.
- Clearly define where HR responsibility begins and ends when responsibilities overlap with Operations, Finance, Payroll, Risk & Compliance, or executive leadership.
Performance Expectations
Success in this position is demonstrated by:
- HR responsibilities have a clearly assigned owner.
- Required HR work is completed accurately and on time.
- Open positions and hiring activity are actively tracked.
- Hiring and onboarding move without unnecessary delays.
- Background-clearance and employment requirements are completed before employees perform restricted work.
- Employee complaints and investigations do not sit unresolved.
- Leave and accommodation cases are documented and tracked.
- Benefit eligibility and enrollment are handled accurately.
- Employee records and HR system information are current and reliable.
- Required HR filings, notices, and deadlines are completed on time.
- Managers receive useful HR guidance when they need it.
- Significant HR matters are brought to executive leadership promptly.
- Routine administrative work is handled by the appropriate HR employee rather than unnecessarily depending on the HR Director.
- The HR Director can clearly account for the department's current workload, open issues, deadlines, and results.
Qualifications
- 7–10 years of Human Resources leadership experience in a comparable HR leadership position.
- Experience leading an HR department supporting a large, multi-site workforce.
- Significant experience with employee relations, workplace investigations, discipline, terminations, leave and accommodations, benefits administration, and HR operations.
- Strong working knowledge of California and federal employment requirements.
- Experience managing and developing HR professionals and holding a department accountable for deadlines and results.
- Experience supporting a largely hourly workforce strongly preferred.
- Experience in human services, healthcare, residential care, social services, or another highly regulated environment strongly preferred.
- Experience with HRIS platforms, HR reporting, benefits administration, and vendor coordination.
- Ability to manage competing priorities and maintain follow-through on multiple open matters.
- Strong judgment, discretion, communication, documentation, and problem-solving skills.
- Bachelor's degree in Human Resources, Business, or a related field preferred; equivalent relevant experience may be considered.
- PHR, SPHR, SHRM-CP, SHRM-SCP, or similar professional certification preferred but not required.
Authority and Accountability
The Human Resources Director is the senior leader of the Human Resources Department and is accountable for the department's performance.
The Director has authority to assign and prioritize HR work, establish department procedures, provide employment-related guidance to managers, and elevate matters requiring executive or legal review.
Delegating a responsibility does not remove the Director's accountability for ensuring the work is completed.
The HR Director should spend the majority of their time leading the department, advising managers and leadership, resolving higher-level HR matters, and improving HR operations. Routine administrative work should be assigned to the appropriate HR team member whenever practical.
Pay: $90,000.00 - $120,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Health insurance
- Life insurance
- Paid time off
- Parental leave
- Professional development assistance
- Relocation assistance
- Retirement plan
- Vision insurance
Work Location: In person
