The Director of Human Resources is a senior HR leader responsible for providing strategic and operational leadership across the Human Resources function, with a strong emphasis on employee relations, HR business partnership, compliance, investigations, and workforce support across a multi-state environment. This role partners closely with executive leadership and operational leaders to advise on complex employment matters, strengthen manager capability, support employee engagement, and ensure consistent application of policies, procedures, and employment practices. The Director leads and develops a team responsible for employee relations and HR support, while also helping build scalable HR infrastructure, including policies, procedures, audits, controls, and compliance practices. Experience supporting government contracting and/or healthcare environments is strongly preferred, along with demonstrated ability to navigate rapid growth, ambiguity, and evolving business needs.
Salary Exempt
ESSENTIAL FUNCTIONS AND BASIC DUTIES
Corporate Human Resources and Employee Relations Leadership: Provides senior-level leadership and oversight for employee relations, HR business partnership, compliance, workplace investigations, ADA accommodation requests, leave of absence processes, performance management, disciplinary action, policy interpretation, manager coaching, onboarding, employee engagement, and HR operational support.
HR Business Partnership and Field Support: Serves as a trusted HR business partner to leadership, Program Managers, Deputy Program Managers, and operational stakeholders, providing practical guidance on workforce issues, employee relations trends, compliance risks, policy application, and people strategies that support business objectives.
Responsibilities: Including but not limited to:
- Lead, coach, and develop a team responsible for employee relations and HR support, ensuring consistent service delivery, sound judgment, accountability, and timely resolution of complex matters.
- Partner with senior leadership and business leaders as a strategic HR advisor on employee relations, workforce planning, organizational effectiveness, manager capability, and risk mitigation.
- Oversee and support employee and workplace investigations, including intake, fact-finding, documentation, recommendations, corrective action, and follow-through in alignment with company standards and applicable law.
- Provide guidance on ADA accommodation requests, leave of absence processes, performance concerns, disciplinary actions, terminations, workplace conduct, and other sensitive employee matters.
- Navigate federal, state, and local employment and labor law requirements across a multi-state workforce, identifying trends, compliance risks, and recommended actions.
- Develop, implement, and continuously improve HR policies, procedures, standard operating practices, employee handbook content, audit processes, and compliance controls.
- Support HR infrastructure needs in a fast-paced, high-growth environment, including building scalable processes, documenting practices, strengthening governance, and driving consistent execution.
- Advise and train managers on employment matters, including hiring practices, coaching, counseling, performance management, corrective action, documentation, workers’ compensation, and termination processes.
- Oversee administration and compliance of assigned HR programs, including employee relations, leave management, ADA, onboarding, exit interviews, unemployment, workers’ compensation, occupational health and safety, training, and development.
- Lead cross-functional efforts to resolve operational issues, strengthen HR practices, improve employee experience, and support business continuity.
- Translate data, trends, and employee relations insights into practical recommendations and actionable strategies for leadership.
- Communicate effectively with executives, managers, employees, and key stakeholders, presenting complex HR concepts clearly and professionally across all levels of the organization.
- Other duties as required.
Bachelor's Degree in an HR or related field;
Master’s degree preferred
Minimum of 7 years of progressive HR experience, including senior-level employee relations leadership and HR business partner experience supporting leadership teams
REQUIRED KNOWLEDGE:
- HR certification preferred.
- Minimum of 7 years of progressive HR experience, including senior-level employee relations leadership and HR business partner experience supporting leadership teams.
- Strong knowledge of federal, state, and local employment and labor laws, with demonstrated experience supporting multi-state employee populations.
- Demonstrated experience conducting or overseeing employee and workplace investigations, providing recommendations, and supporting appropriate documentation and corrective action.
- Experience managing ADA accommodation requests, leave of absence processes, performance concerns, disciplinary actions, and other complex employee relations matters.
- Experience in government contracting and/or healthcare strongly preferred.
- Experience supporting startup, rapid-growth, or highly dynamic environments, including creation or improvement of policies, procedures, HR audits, compliance practices, and scalable HR processes.
- Ability to influence, lead change, and model behaviors that drive business performance, accountability, and a positive workplace culture.
- Proficient in Word, Excel, and PowerPoint.
- Strong Human Resources Information System (HRIS) experience; Workday experience preferred.
- Excellent verbal and written communication skills, sound judgment, discretion, and a strong customer-service orientation.
SKILLS/ABILITIES:
- Must possess and exercise diplomatic tact and have the capability and capacity to develop and manage complex business relationships within the organization
- High degree of work ethic
- Communicates and works well with others in a team environment.
- Enthusiastic, proactive, results-driven and solutions-orientated with a strong work ethic and integrity.
- Superior organizational, presentation and communication skills.
- Ability to thrive in a challenging environment requiring high degree of deadline-driven productivity, commitment, adaptability, communication, initiative and follow-through.
- Effective time management skills, with strong organization and prioritization abilities.
- High tolerance / evolved ability to lead and manage ambiguous situations.
- Superior verbal, written, facilitation and presentation skills.
- Demonstrated collaboration and team leadership skills
- Strong time and project management skills.
HR/Employee Relations Manager, Employee Relations Specialist, other HR support positions, etc.
Prolonged periods sitting at a desk and working on a computer.
Must be able to lift up to 15 pounds at times.
May be required to travel to worksites few times a year.
Loyal Source provides healthcare and technology solutions designed to improve outcomes and support mission-critical operations. Guided by innovation and purpose, we help organizations achieve success across complex challenges worldwide. Loyal Source is a military friendly employer and proud partner of the Military Spouse Employment Partnership program.
Loyal Source uses AI‑powered voice screening as part of our application process. After you apply, you will receive a brief qualification survey via text or email. Candidates who meet the position requirements will then be invited to complete a quick AI‑powered voice assessment. This easy, no‑scheduling‑required process helps us and the candidate move the hiring process forward faster.
We are committed to providing equal employment opportunities to all applicants. If you have a disability or medical condition and need a reasonable accommodation to participate in this step of the hiring process, you may request an alternative method or accommodation at any time by contacting Human Resources at [email protected].
