Human Resources Director

Human Resource

Position Overview

GGV LLC is a wholly owned subsidiary of Dismas House of St. Louis, a 501(c)(3) organization serving as a Residential Reentry Center (RRC) under contracts with the U.S. Department of Justice – Bureau of Prisons. Operating 24/7 across multiple facilities, the organization employs a diverse workforce dedicated to supporting justice-involved individuals as they transition back into the community. The Human Resources Director serves as a strategic and operational partner to executive leadership and is responsible for developing, implementing, and overseeing comprehensive human resources systems, policies, and practices that support organizational growth, compliance, and workforce excellence. This role ensures alignment between people strategy and organizational mission while maintaining strict adherence to federal, state, and local employment laws and contractual obligations.

Key Responsibilities

Strategic Leadership & Workforce Planning

• Partner with executive leadership to develop and implement a comprehensive HR and Talent Management Strategy aligned with organizational goals and federal contract requirements.
• Lead workforce planning initiatives to ensure appropriate staf??ing levels, structure, and capability across a 24/7 operational environment.
• Establish measurable HR metrics, including turnover, retention, time-to-??ill, and workforce productivity indicators.

Talent Acquisition & Development

• Oversee full-cycle recruitment strategies to attract, select, and retain high-quality candidates in a regulated environment.
• Design and implement structured onboarding processes that reinforce compliance, culture, and performance expectations.
• Develop and drive talent management initiatives, succession planning strategies, leadership development programs, and career pathing frameworks.

Performance Management & Employee Engagement

• Lead the administration and continuous improvement of the performance management system, ensuring managers are equipped to provide consistent coaching, feedback, and accountability.
• Implement strategies to strengthen employee engagement, professional development, and retention.
• Promote a culture of integrity, accountability, and mission-driven service.

Employee Relations & Risk Mitigation

• Serve as a trusted advisor to leadership and managers on employee relations matters.
• Develop or leverage already existing processes for managing workplace concerns, conducting investigations, and resolving con??licts in a fair and compliant manner.
• Proactively mitigate legal risk through training, policy development, and consistent documentation practices.

Legal Compliance & Recordkeeping

• Maintain current knowledge of applicable federal, state, and local employment laws and regulations.
• Ensure compliance with FLSA, EEO requirements, wage and hour regulations, leave laws, background screening requirements, and other relevant employment standards.
• Ensure employee records and personnel files are maintained securely and in accordance with regulatory requirements.
• Support compliance requirements associated with federal contracting, including applicable wage determinations and reporting obligations.

Compensation, Benefits & Payroll Oversight

• Partner with executive leadership to develop and maintain a competitive total rewards philosophy aligned with organizational sustainability and growth.
• Conduct regular compensation benchmarking and review pay practices to ensure internal equity and market competitiveness.
• Oversee bene??its administration, broker relationships, enrollment processes, and leave management.
• Ensure each payroll is processed accurately, timely and compliant.

HR Systems & Technology

• Assess, implement, and optimize HR technology systems to streamline processes, ensure secure data management, and enhance reporting capabilities.
• Ensure HR systems support compliance tracking, workforce analytics, and operational decision-making.

Organizational Stewardship

• Uphold and enforce all organizational policies and procedures.
• Perform additional duties consistent with the scope and level of the position.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
• Minimum of 7–10 years of progressive HR leadership experience, including experience in a multi-site or 24/7 operational environment.
• Demonstrated knowledge of employment law and regulatory compliance.
• Experience in nonprofit, healthcare, corrections, social services, or other regulated environments preferred.
• Strong analytical, organizational, and interpersonal skills.
• Demonstrated ability to lead change, influence senior leadership, and build high-trust working relationships.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Core Competencies

• Strategic thinking and execution
• Ethical judgment and confidentiality
• Leadership and influence
• Conflict resolution and investigation skills
• Operational discipline and follow-through
• Data-driven decision making

Certifications and Licenses

• HRCI and/or SHRM Certification
• First Aid / CPR / AED certification completed within probationary period and maintained throughout employment.
• The above statements are intended to describe the general work tasks expected from the individual assigned to this position. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required. All personnel may be required to perform duties outside of their normal job responsibilities as needed.
• This position requires approval from the Federal Bureau of Prisons (BOP). The BOP will conduct an NCIC check as part of their vetting process.
• Must pass Motor Vehicles Record (MVR) check.