Job Description

Job Summary

The Human Resources Director provides strategic and operational leadership for the organization’s human resources function, ensuring HR practices align with the mission, values, and organizational goals. This role oversees key areas including talent acquisition, employee relations, performance management, compliance, compensation and benefits, HR operations, and staff development. The Human Resources Director partners closely with organizational leadership to strengthen culture, support workforce effectiveness, mitigate risk, and drive people-focused strategies that enhance employee experience and organizational performance.

Essential Duties

Strategic Leadership

• HR Strategy: Develop and implement human resources strategies that align with the organization’s mission, vision, core values, and strategic priorities.
• Workforce Planning: Lead workforce planning efforts to support staffing needs, operational effectiveness, and long-term organizational goals.
• Organizational Culture: Help foster a positive, inclusive, and mission-driven culture that supports employee engagement, accountability, and retention.

Talent Management

• Recruitment and Onboarding: Oversee the full recruitment, selection, and onboarding process to attract, hire, and retain qualified employees.
• Performance Management: Lead the administration and continuous improvement of performance management processes, and provide guidance to managers on performance expectations, coaching, and corrective action.
• Employee Development: Support training, leadership development, succession planning, and professional growth opportunities across the organization.

Compliance and Policy Development

• HR Policies and Procedures: Develop, update, implement, and interpret HR policies, procedures, and practices to ensure compliance with applicable employment laws and alignment with organizational values.
• Regulatory Compliance and Risk Management: Monitor and address employment-related compliance requirements and organizational risk, including matters related to employee relations, documentation, investigations, and workplace practices.

Employee Relations

• Employee Relations Support: Oversee employee relations matters, including investigations, conflict resolution, disciplinary processes, and support for managers in addressing workplace concerns.

 

• Engagement and Retention: Develop and support initiatives that strengthen employee engagement, morale, satisfaction, and retention.
• Diversity, Equity, Inclusion, and Belonging: Promote equitable practices and an inclusive workplace culture that values and supports a diverse workforce.

Compensation and Benefits

• Compensation Administration: Support the development, administration, and review of compensation structures and practices to promote competitiveness, internal equity, and alignment with organizational needs.
• Benefits Oversight: Oversee employee benefits programs, including health and welfare plans, retirement plans, leave administration, and wellness initiatives.

HR Operations

• HRIS and Process Improvement: Oversee HR systems, workflows, and process improvement efforts to support efficiency, accuracy, and effective service delivery.
• Data and Reporting: Collect, analyze, and interpret HR data and metrics to support decision-making, identify trends, and drive continuous improvement.
• Budget Management: Develop and manage the HR department budget and related resources responsibly and effectively.

Collaboration and Communication

• Leadership Partnership: Partner with executive and operational leaders to align HR strategies and practices with organizational and workforce needs.
• Internal Communication: Support clear, timely, and effective communication related to HR initiatives, policies, and employee matters.
• Stakeholder Engagement: Serve as a trusted resource and liaison among employees, leadership, and external partners on HR-related matters as needed.

This job description is provided as a general summary of duties performed under this job title and is not intended as a complete list of all duties that may be assigned.

 

Knowledge, Skills and Abilities

• Strong execution skills, with the ability to drive initiatives from concept through implementation while providing consistent communication and updates to stakeholders.
• Excellent written, verbal, and interpersonal communication skills.
• Ability to present a professional and positive image of the organization to employees, leadership, external partners, and business contacts.
• Strong collaboration skills, with the ability to work effectively across functions and build productive working relationships.
• Excellent leadership and people management skills, with the ability to supervise, motivate, coach, and develop staff.
• Ability to foster teamwork, navigate conflict effectively, and demonstrate sound judgment and emotional intelligence.
• Strong organizational, planning, and time management skills, with the ability to manage multiple priorities and adapt in a fast-paced environment.
• High level of attention to detail, initiative, accountability, and follow-through.
• Commitment to continuous learning, professional growth, self-awareness, and responsiveness to feedback and coaching.

 

	Strong process management, problem-solving, and decision-making skills. Knowledge of employment laws, HR best practices, compliance requirements, and risk management principles. Ability to analyze HR data and use insights to support decision-making, continuous improvement, and organizational goals.
Experience and	•	Bachelor’s degree in Human Resources Management, Business Administration, or a related
Education		field required.
Requirements	•	Minimum of six (6) years of progressive human resources experience, including at least four
		(4) years in an HR leadership role.
	•	Experience leading or overseeing multiple functional areas of human resources, such as employee relations, talent acquisition, performance management, compliance, compensation and benefits, and HR operations, preferred.
	•	Equivalent combinations of education and experience may be considered.
	•	SHRM-CP, PHR, SHRM-SCP, SPHR or comparable professional certification preferred.
Working
Conditions and	Ability to perform work in a standard office environment and use manual dexterity sufficient
Physical Demands		to operate computers, phones, and other office equipment.
	Ability to sit, stand, walk, and move throughout office and program locations for extended periods as needed.
	Ability to lift and move items up to 20 pounds occasionally.
	Requires normal range of vision, with or without reasonable accommodation.
Other	Must be at least 18 years of age and possess a valid driver’s license.
Requirements	Must maintain personal automobile insurance and meet eligibility requirements to operate agency vehicles, if applicable. A motor vehicle disclosure form and MVR report are required before and during employment.
	Must complete a health appraisal and Mantoux TB test upon hire.
	Must obtain and maintain Pennsylvania Criminal Clearance and, if applicable, FBI criminal history clearance in accordance with organizational and regulatory requirements.
	Must complete and maintain all required trainings within established timeframes in accordance with organizational policy and applicable regulations.

Job Tags

Full time, Work at office

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