HR Director

Description:

The HR Director is responsible for leading the overall Human Resources strategy and function as a key member of the leadership team. This role provides high-level oversight of employee relations, talent acquisition, compliance, performance management, organizational development, training, and HR operations. The HR Director partners closely with executive leadership to align HR initiatives with organizational goals, drive culture and engagement, and ensure compliance with all regulatory requirements while advancing the mission of Sycamore Services.

Supervisory Responsibilities:

1. Provide strategic leadership and direction to the HR team, including hiring, developing, coaching, and evaluating staff to ensure high performance and professional growth.

2. Oversee HR team structure, workload distribution, and departmental priorities to ensure efficiency, consistency, and high-quality service delivery.

3. Establish clear expectations, accountability measures, and performance standards for HR staff aligned with organizational goals.

4. Mentor and develop HR leadership capacity within the team to support succession planning and long-term organizational sustainability.

5. Directly supervise the Human Resources Generalist, overseeing the Human Resources operations

6. Directly supervise the Fieldwork Training Coordinator, ensuring training initiatives align with regulatory requirements including 460, DDRS, CARF, and other applicable standards.

7. Directly supervise the Quality Assurance Coordinator, overseeing internal and external investigations, compliance activities, and quality assurance processes to ensure organizational integrity and regulatory adherence.

Duties/Responsibilities:

A. Strategic HR Leadership and Organizational Development

1. Develop and implement comprehensive HR strategies that support organizational growth, workforce planning, and long-term sustainability.

2. Serve as a strategic advisor to executive leadership on workforce trends, organizational structure, and cultural initiatives.

3. Lead organizational development efforts, including change management, leadership development, and succession planning.

4. Identify systemic challenges and implement proactive, data-driven HR solutions.

B. Employee Relations and Culture

1. Provide executive-level guidance on complex employee relations matters, ensuring consistency, fairness, and risk mitigation.

2. Foster a positive, inclusive, and mission-driven workplace culture that promotes engagement and retention.

3. Oversee investigations, conflict resolution, and sensitive workplace issues in collaboration with the Quality Assurance function.

4. Guide leadership on employee engagement strategies and organizational climate improvements.

C. Performance Management and HR Operations

1. Provide oversight of performance management and Human Resources information systems to ensure consistency, accountability, and alignment with organizational expectations.

2. Ensure integrity and efficiency of HR operations, including HRIS’s, personnel records, and reporting processes.

3. Oversee the design, administration, and continuous evaluation of employee benefits programs, including health, retirement, and leave offerings, to ensure competitiveness, compliance, and alignment with organizational goals.

4. Develop and lead a comprehensive total rewards strategy that integrates compensation, benefits, and recognition programs to support employee attraction, engagement, and retention.

5. Partner with leadership and external brokers/vendors to manage benefits strategy, renewals, cost containment, and employee communications.

6. Utilize HR metrics and analytics to guide strategic decision-making and workforce planning.

7. Partner with executive leadership on compensation strategy, workforce planning, and organizational initiatives.

8. Drive continuous improvement of HR processes and systems.

D. Compliance, Policy, and Risk Management

1. Ensure organizational compliance with all federal, state, and local employment laws and regulations, as well as applicable program regulations (e.g. 460, DDRS, CARF).

2. Oversee the development, implementation, and ongoing review of organizational policies and procedures.

3. Mitigate organizational risk through proactive compliance monitoring, investigations, and training.

4. Serve as the primary resource for complex policy interpretation and regulatory guidance.

E. Sycamore Services Team

1. Serve as a key member of the leadership team, contributing to organizational strategy and decision-making.

2. Promote a culture of collaboration, accountability, innovation, and continuous improvement across the organization.

Champion the mission, vision, and values of Sycamore Services in all HR practices.

Requirements:

• Extensive knowledge of federal, state, and local employment laws and regulations.
• Strong leadership, strategic thinking, and decision-making skills.
• Excellent verbal and written communication skills, with the ability to influence all levels of the organization.
• High level of discretion and ability to manage confidential and sensitive information.
• Strong analytical skills and problem-solving skills with a proactive, solution-orientated mindset.
• Proficiency with Microsoft Office Suite and HRIS, preferably Paylocity.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Minimum of 10 years of progressive Human Resources experience, including significant leadership and strategic oversight responsibilities.
• Demonstrated experience partnering with executive leadership and leading organization-wide HR initiatives required.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Physical Requirements:

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at times.
• Ability to travel as needed to various program sites, meetings, and organizational locations.

This job description is not intended to be all-inclusive. The HR Director may perform other related duties as needed to meet the ongoing needs of Sycamore Services and the individuals supported.
If you can perform the essential functions of this job with or without reasonable accommodation, you are encouraged to apply. Sycamore Services is committed to providing equal employment opportunities and will provide reasonable accommodation as required by law.