Corporate Director of HR Operations

Job Summary:

The Corporate HR Operations Director will be instrumental in driving the organization's human resources strategy, ensuring compliance, and fostering a highly engaged workplace culture spanning five unique senior community campuses in Maryland and Pennsylvania.

Essential Functions:

Strategic HR and Organizational Culture Leadership

• Models the organization’s stated core values and develops processes and systems to build organizational alignment to these values.
• Develop and implement HR strategies aligned with the organization's overall objectives and track key HR metrics.
• Collaborate with executive leadership to shape and execute workforce planning initiatives.
• Be the corporate expert on organizational culture development involving all facets of the organization by proactively incorporating culture-building strategies.

Policy Development and Compliance

• Oversee the development, implementation, and enforcement of HR policies and procedures.
• Ensure compliance with federal, state, and local employment laws and regulations.

Talent Development, Recruiting, and Retention

• Support and provide strategic leadership and expertise involving matters related to talent acquisition processes and initiatives, including recruitment, onboarding, employee orientation, and team development.
• Develop retention strategies to foster a high-performing and engaged workforce.
• Work collaboratively with the Director of Talent Acquisition & Development to support talent initiatives.

Employee Relations

• Address employee concerns and conflicts, fostering a positive and engaged work environment.
• Conduct investigations and recommend appropriate resolutions.
• Provide expert support to the site HR Directors and Executive Directors in all matters related to employee relations and general HR compliance questions.

Performance Management

• Oversee the performance management process, providing guidance to corporate managers and employees.
• Monitor, implement and maintain performance management systems and methodologies to drive continuous improvement and culture improvement.

Training and Development

• Identify training needs and collaborate with the Director of Talent Acquisition & Development to develop programs to enhance employee skills and capabilities, as well as to improve overall employee engagement and leadership development.
• Support career development initiatives and succession planning.
• Manage internal communication projects, including job satisfaction surveys.

HR Systems and Technology

• Work closely with senior management to manage/optimize HRIS systems and other technology platforms to streamline HR processes.
• Stay current on HR technology trends and make recommendations for system improvements.

Vendor & Resource Management

• Work with HR-related vendors where appropriate. Provide feedback to VPHR regarding HR-related vendors to ensure the right partnerships are maintained and developed.
• Utilize prudent fiscal discipline to ensure the HR department is an organizational leader in being a good steward of all partnerships and resources.

Team Leadership

• Supervise and develop HR team members - Benefits & Payroll Manager and other direct reports.
• Manage succession planning activities, training, and performance management.

Qualifications:

• Commitment to the organization’s purpose, mission and stated core values.
• Bachelor's degree in human resources, business administration, or a related field. Master’s degree preferred.
• 15+ years of progressive HR experience, with at least 10 years in a senior leadership role.
• SHRM-SCP, SPHR certification, or related professional certification required.
• Strong knowledge of HR best practices, employment laws, and regulations involving a multi-site organization.
• Experience leading an HR team in a non-profit organization is highly desirable.
• Successful involvement and experience working with multiple Boards within non-profit organizations is desirable.
• Exceptional interpersonal and communication skills with experience supporting executive teams.
• A strategic planner with sound technical skills, analytical ability, good judgment and strong operational focus.
• Proven capability to lead and develop a team of engaged direct reports and quickly earn the trust of others in the organization at all levels and successfully lead by influence.
• Experience in designing compensation and benefits programs.
• HRIS experience, including payroll tools and practices.
• Strategic thinker with the ability to align HR initiatives with organizational goals.