Director of Human Resources

Pay Rate:
Starting salary range is $92,664 to $101,930.40 annually, based upon education and experience
Includes an excellent benefits package

Schedule:
37.5 hours per week
Work demands often exceed stated hours.

Apply By:
Resume and cover letter are required. Applications must be received by 11:59 pm on Friday, May 1, 2026.

Job Summary

The Director of Human Resources serves as a key member of the Executive Leadership Team, providing strategic direction, leadership, and vision for all aspects of CCPL’s human capital strategy. This position ensures that all HR practices, policies, and programs support the library’s mission, core values, and strategic goals while maintaining compliance with all applicable laws and regulations.

The Director leads organizational initiatives in talent acquisition, total rewards, employee engagement, performance management, learning and development, and workforce planning. This role serves as a trusted advisor to the Executive Director, Board of Trustees, and leadership team on all matters related to people, culture, and organizational effectiveness.

Roles, Responsibilities, and Essential Functions

1. Strategic Leadership and Organizational Alignment

• Defines and implements a comprehensive HR strategy that supports CCPL’s strategic plan and core values.
• Serves as the principal advisor to the Executive Director and Leadership Team on all HR related topics including workforce trends, succession planning, and organizational structure.
• Oversees the staff within the HR department, including:
  • Participating in staff interviews, hiring, and onboarding
  • Training, coaching and managing staff
  • Scheduling and approving timesheets
  • Evaluating staff
• Ensures the department delivers high-quality services to library staff.
• Leads HR planning and policy development to strengthen culture, engagement, and performance across all locations.
• Represents Human Resources in executive discussions, board meetings, and community or statewide initiatives.

2. Talent Management and Workforce Planning

• Oversee recruitment, selection, and onboarding strategies to attract and retain top talent.
• Ensures that staffing plans align with organizational priorities, budgets, and service goals.
• Champions equitable hiring practices and foster a culture of inclusion and belonging.
• Maintains up-to-date job classifications and compensation structures to ensure internal equity and external competitiveness.

3. Total Rewards and Compliance Oversight

• Provides executive oversight for compensation, classification, and benefits programs, ensuring fiscal sustainability and competitive positioning.
• Serves as the Maryland State Retirement Coordinator and as an active member of the CCPL 403(b) Investment Committee.
• Takes all possible steps to ensure compliance with all local, state, and federal employment laws (including Title VII, FLSA, ADA, FMLA, and COBRA).
• Coordinates with legal counsel and auditors on HR-related matters.

4. Employee Relations, Culture, and Engagement

• Fosters a positive, respectful, and equitable workplace culture consistent with CCPL’s Core Values.
• Oversees systems for employee relations, grievance resolution, and disciplinary procedures, ensuring fairness, confidentiality, and compliance.
• Acts as a senior mediator and facilitator in resolving complex personnel issues.
• Leads initiatives that promote employee recognition, morale, and retention.

5. Learning, Development, and Performance

• Establishes organization-wide strategies for professional development, leadership training, and succession planning.
• Oversees staff orientation, continuing education, certification compliance, and tuition reimbursement programs.
• Partners with leadership to evaluate and strengthen performance management systems and professional growth pathways.
• Manages and assesses the effectiveness of training and development investments.

6. Policy, Risk, and Governance

• Directs the development, implementation, and regular review of HR policies, procedures, and handbooks.
• Anticipates and mitigates workforce risks through proactive policy updates, legal consultation, and data-driven decision-making.
• Ensures confidentiality and ethical handling of all personnel matters.
• Leads five-year compensation/classification and employee satisfaction studies to inform Board and budgetary decisions.

7. Budget and Operational Stewardship

• Oversees HR departmental budgets, including personnel, benefits, staff development, and recognition programs.
• Aligns financial resources with strategic objectives and monitor expenditures for sustainability and compliance.
• Collaborates with the Finance Department to forecast staffing costs and ensure accurate budgeting across departments.

8. Representation and External Relations

• Represents CCPL in personnel-related hearings, legal proceedings, or statewide HR committees.
• Builds partnerships with peer institutions, state library organizations, and professional associations to strengthen best practices.
• Serves as a visible leader at senior leadership meetings, executive sessions, and system-wide initiatives.

Required Knowledge, Skills, and Abilities

• Strategic leadership and organizational development expertise.
• Deep understanding of HR best practices, employment law, and workforce analytics.
• Proven ability to design and execute complex organizational initiatives.
• Exceptional communication, facilitation, and conflict-resolution skills.
• Demonstrated commitment to CCPL Core Values.
• Skilled in budgeting, data analysis, assessments, and performance measurement.
• Proficiency with HRIS platforms, Microsoft Office products, and standard office technologies.
• Ability to act as a representative of the library to the public.

Education and Experience

Required Qualifications

• Bachelors Degree in Human Resources or other related field with a minimum of ten years of progressively responsible HR experience, including at least seven years in a supervisory or senior leadership role
• Ability to attain Maryland State Retirement Agency (MSRA) certification within the first year of employment and maintain that certification

Preferred Qualifications

• Master’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field with a minimum of seven years of progressively responsible HR experience, including at least five years in a supervisory or senior leadership role
• Professional certification in HR (e.g. SHRM)