Job Description

Job title: Director of Human Resources

FLSA Status: Exempt

Department: Administration – URV

Reports to: President/CEO

Position summary: The HR Director will lead and oversee the human resources function within the organization. This role is responsible for developing and executing HR strategies that support the company’s business goals, ensuring compliance with labor laws, and fostering a positive organizational culture. The HR Director will manage recruitment, employee relations, performance management, compensation and benefits, talent development, and succession planning, while working closely with senior leadership to drive organizational effectiveness and employee engagement. This position requires a strategic thinker with strong leadership skills, a deep understanding of HR best practices, and the ability to collaborate with various departments to implement HR initiatives that align with the company’s overall vision and objectives.

Essential skills and experience:

1. Leadership and Management Skills
2. Proven ability to lead and motivate teams, influence senior leadership, and manage cross-functional collaboration.
3. Strong decision-making skills, including the ability to manage complex HR issues and provide strategic guidance.
4. Human Resources Expertise
5. In-depth knowledge of HR functions including talent acquisition, employee relations, performance management, compensation and benefits, and compliance.
6. Expertise in employment law, labor regulations, and industry-specific best practices.
7. Strategic Thinking and Planning
8. Ability to align HR strategy with business objectives, ensuring HR initiatives support the organization’s growth and operational goals.
9. Experience in workforce planning, organizational design, and managing change.
10. Communication and Interpersonal Skills
11. Excellent written and verbal communication skills with the ability to engage effectively with all levels of employees, senior leadership, and external stakeholders.
12. Strong conflict resolution and negotiation skills, with the ability to address sensitive issues tactfully.
13. Analytical and Problem-Solving Skills
14. Ability to assess HR data, identify trends, and use metrics to drive HR decision-making and improve organizational effectiveness.
15. Critical thinking skills to solve complex HR challenges and enhance employee satisfaction and retention.
16. Talent Development and Succession Planning
17. Experience designing and implementing learning and development programs to build employee capabilities and foster growth.
18. Proven success in succession planning and talent retention strategies.
19. Cultural Competence and Employee Engagement
20. Ability to foster a diverse and inclusive work environment that promotes employee well-being and engagement.
21. Experience with employee engagement initiatives that support a positive, high-performance culture.
22. Project Management Skills
23. Strong organizational skills and the ability to manage multiple projects simultaneously, ensuring timely execution.
24. Experience with HR system implementations or upgrades is a plus.
25. Change Management
26. Proven ability to lead HR-driven change initiatives, including mergers, acquisitions, restructuring, and other significant transitions.
27. Education and Experience

• A bachelor’s degree in human resources, Business Administration, or a related field (master’s degree preferred).
• Professional HR certifications (e.g., SHRM-SCP, SPHR) are highly desirable.

These skills and experiences enable an HR Director to effectively contribute to the success and growth of an organization by aligning HR practices with overall business strategy and fostering a positive, productive workplace.

Reporting to this position: No Direct Reports

Essential duties:

1. Strategic HR Leadership

Develop and implement HR strategies and initiatives that align with the company’s overall business objectives.

Provide leadership and guidance to the HR team, ensuring efficient operations and the successful delivery of HR services.

2. Talent Acquisition and Workforce Planning

Oversee the recruitment process, including sourcing, interviewing, and hiring talent to meet organizational needs.

Collaborate with senior leadership to assess workforce requirements and manage staffing levels to support business goals.

3. Employee Relations and Conflict Resolution

Foster positive employee relations and manage conflict resolution processes.

Address employee grievances, mediate disputes, and ensure a productive and respectful work environment.

4. Performance Management

Lead the development and implementation of performance management systems, including setting performance standards, conducting evaluations, and providing feedback.

Guide managers in performance coaching, corrective actions, and employee development.

5. Compensation and Benefits Management

Oversee the design, administration, and optimization of compensation and benefits programs to ensure competitiveness and equity within the industry.

Ensure compliance with all compensation and benefits regulations and assess market trends to maintain an attractive offering.

6. Training and Development

Develop and implement training programs to enhance employee skills and promote career development.

Identify leadership development opportunities and succession planning strategies to ensure long-term organizational growth.

7. Compliance and Legal Compliance

Ensure that all HR practices and policies comply with federal, state, and local labor laws and regulations.

Monitor and manage compliance with employment laws, health and safety regulations, and other applicable legal requirements.

8. Organizational Culture and Employee Engagement

Promote a positive and inclusive organizational culture through employee engagement initiatives, diversity and inclusion efforts, and morale-building programs.

Lead employee satisfaction surveys and analyze feedback to identify areas for improvement.

9. Change Management

Lead HR-related change initiatives, including organizational restructuring, mergers, acquisitions, and other transformational efforts.

Support management and employees through periods of change, ensuring smooth transitions and minimizing disruption.

10. HR Reporting and Analytics

Utilize HR metrics and analytics to assess the effectiveness of HR programs, track key performance indicators (KPIs), and drive improvements.

Report regularly to senior leadership on HR trends, challenges, and accomplishments.

11. Budgeting and Resource Management

Manage the HR department budget, ensuring the effective allocation of resources for HR functions, programs, and projects.

Identify cost-effective solutions while maintaining high standards of HR service.

12. Collaboration with Leadership Team

Partner with senior leadership to address organizational needs, improve employee retention, and foster a high-performance culture.

Advise and guide leadership on HR-related matters, such as organizational design, talent development, and employee engagement strategies.

Essential expectations:

1. The employee is expected to adhere to all Uplands policies.
2. Fully understand all aspects of residents’ rights, including the right to be free of restraints and free of abuse. Responsible for reporting incidents or evidence of resident abuse or violation of residents’ rights, following the abuse procedure.
3. Maintain the comfort, privacy, and dignity of each resident in the delivery of services to them. Interact with residents in a manner that displays warmth and promotes a caring environment. Comply with HIPAA-Privacy Rule regulations.

Organizational behaviors and standards:

• Friendly - Actively seeks opportunities to provide outstanding service to others.
• Resident Care -Consistently anticipates and meets each resident’s directed service needs.
• Caring and Compassionate - Purposefully takes the time to listen, keep residents informed and offer empathy.
• Energetic Teamwork - Actively supports others, works with others, and makes others look good. Provides leadership that empowers other members of the team to meet the residents wants and needs.
• Leadership and Professionalism - Displays pride in work and Uplands.
• Problem solving - Utilize ‘win/win’ problem solving model when attempting to solve work related problems.
• Environmental - Demonstrates safe work habits, genuinely takes pride in the appearance of the overall work area.
• Communication - Demonstrates appropriate communication related to face-to-face communication, telephone, answering calls, placing a call on hold, transferring calls, voice mail, use of speaker phone, and email.
• Commitment - Demonstrates commitment to the organization’s vision, mission and values, co-workers, and self-development. Commitment to eliminate loneliness, helplessness, and boredom in the lives of residents.
• Diversity - Engages in interactions with an open mind while being non-judgmental and treats everyone with dignity and respect.
• Attendance - Regular and reliable attendance.
• Confidentiality - Protects confidentiality and privacy.
• Safety - Contributes to a culture of safety.

Physical demands and Work Environment: The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Physical demands: See physical requirements form
• Work environment: While performing the duties of this job, the employee may be required to work extended periods of time at a computer workstation. The noise level is usually moderate.

Receipt and Acknowledgement

I acknowledge and understand that:

• Receipt of the job description does not imply nor create a promise of employment, nor an employment contract of any kind, and that my employment is at-will.
• The job description provides a general summary of the position in which I am employed, that the contents of this job description are job requirements, and, at this time, I know of no limitation, which would prevent me from performing these functions with or without accommodation. I further understand that it is my responsibility to inform my supervisor at any time that I am unable to perform these functions.

I have read and understand this job description.

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