director of human resources

Hilton

<div>Director of Human Resources
A Director of Human Resources will manage Human Resources related activities including succession planning, talent management, recruitment, learning and development and training, performance management, compensation and benefits, and employee relations initiatives. 
 
 
What will I be doing? 
As a Director of Human Resources, you will be responsible for the effective management and performance of all Human Resources related activities. This includes talent management, succession planning, learning and development and training, performance management, compensation and benefits, employee relations, and health and safety initiatives. Specifically, a Director of Human Resources will perform the following tasks to the highest standards:
<ul><li>Plan and forecast the short and long-term talent requirements for the hotel to support its business plans</li>
<li>Maintain a best practice recruitment approach, including the Company's vacancy management system, to attract the best applicants</li>
<li>Build a strong career and succession planning system to retain and develop talent</li>
<li>Implement training and development strategies to continuously improve performance and customer service</li>
<li>Oversee the hotel's human resources database and payroll system</li>
<li>Provide a framework for counseling, coaching, and welfare services</li>
<li>Manage the Opinion Survey and the calendar of Team Member social events</li>
<li>Manage and resolve, promptly and completely, all employee relations issues</li>
<li>Maintain an awareness of competitor human resources activities and best practices</li>
</ul>What are we looking for? 
A Director of Human Resources serving Hilton brands is always working on behalf of our Guests and working with other Team Members. To successfully fill this role, you should maintain the attitude, behaviours, skills, and values that follow:<ul>
<li>Tertiary qualifications, or other collegiate-level degree, in Human Resources or related field, required</li>
<li>Previous human resources management experience in the hotel, leisure, and/or retail sector</li>
<li>Excellent leadership skills and exceptional communication skills</li>
<li>Strong commercial/business acumen</li>
<li>A passion for leadership and the vision to create a winning team</li></ul> 

What will it be like to work for Hilton? 
Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision &ldquo;to fill the earth with the light and warmth of hospitality&rdquo; unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all!</div>

Director of Human Resources

COMMUNITY BEHAVIORAL HEALTH

<div>The Director of Human Resources provides leadership and oversight for core HR functions including Employee Relations, Talent Acquisition, and Benefits &amp; Wellness. The role focuses on strengthening HR service delivery, supporting leadership effectiveness, and ensuring consistent people practices across the organization.
Reporting to the Senior Director of People and Culture, the Director plays a key role in translating the organization&rsquo;s People &amp; Culture strategy into effective operational practices. The position partners closely with leadership to support workforce initiatives, guide people management practices, and strengthen the employee experience.
The Director brings sound judgment, initiative, and continuous improvement to HR systems, processes, and leadership practices.
Essential Functions:<ul><li>
Provide leadership and oversight of core HR operational functions, including Employee Relations, Talent Acquisition, and Benefits &amp; Wellness.</li><li>
Lead and develop HR managers responsible for these functions, establishing clear expectations, accountability, and high standards of service delivery.</li><li>
Ensure consistent, responsive, and compliant HR practices across the organization while promoting continuous improvement in HR systems and processes.</li><li>
Advise leaders on employee relations matters, workplace challenges, and performance management practices to support effective team leadership.</li><li>
Oversee implementation of performance management practices that promote employee development, engagement, and organizational accountability.</li><li>
Support administration of the organization&rsquo;s compensation framework, ensuring practices remain equitable, competitive, and fiscally responsible.</li><li>
Partner with the Directors of Diversity, Equity and Inclusion and Learning &amp; Professional Development to align HR programs, systems, and practices across HR initiatives.</li><li>
Support organizational recruitment strategies and workforce planning efforts to attract and retain a diverse, qualified workforce.</li><li>
Provide oversight of employee benefits and wellness programs to ensure they remain competitive, sustainable, and responsive to employee needs.</li><li>
Serve as a strategic partner to the Senior Director of People and Culture in executing the organization&rsquo;s People strategy.</li><li>
Monitor workforce trends and HR metrics to inform operational improvements and leadership decision making.</li><li>
Identify opportunities to improve HR policies, processes, and operational systems that strengthen organizational effectiveness and employee experience.</li></ul>
Position Requirements:
Education:<ul><li>
Bachelor&rsquo;s degree required in Human Resources, Business Administration, or related field. Master&rsquo;s degree (e.g., MBA or MHRM) preferred.</li></ul>
Experience:<ul><li>
6+ years of progressive Human Resources experience, including experience leading HR initiatives, supervising HR professionals or overseeing HR functional areas.</li></ul>
Skills and Competencies:<ul><li>
Comprehensive knowledge of employment law and HR compliance</li><li>
Strong leadership and team development capabilities</li><li>
Excellent communication, coaching, and interpersonal skills</li><li>
Strategic thinking with operational follow-through</li><li>
Demonstrated ability to lead cross-functional collaboration</li><li>
Commitment to equity, transparency, and continuous improvement</li><li>
Proficiency in Microsoft Office and HR platforms</li></ul>
Core Competencies:<ul><li>
Teamwork and Collaboration: Build and sustain relationships with co-workers and stakeholders and support efforts and deliverables. Encourage unity and help remove barriers to productivity and success.</li><li>
Respect: Treat each other and our members and stakeholders with respect and sensitivity, recognizing the importance of diversity.</li><li>
Member Centric: Focus on the needs of our members by providing value-added services, promoting strong relationships and going beyond basic expectations to achieve the best possible outcomes.</li><li>
Honesty and Integrity: Be open and honest in all we do. Always maintain the highest level of integrity.</li><li>
Commitment to Service Excellence: Challenge ourselves to be forward-thinking and committed to providing total member and stakeholder satisfaction, first-in-class service and high quality, innovative programs.</li><li>
Compassion and Empathy: Demonstrate a deep appreciation for another&rsquo;s situation and point of view. Pay attention to emotional cues, listen effectively and show an exceptional level of caring about each person&rsquo;s perspectives and circumstances.</li><li>
Problem Solving: Build and implement logical solutions to resolving challenges/issues by using individual knowledge and experience while taking resources, constraints and CBH values into consideration.</li><li>
Initiative and Self-Directed: Proactively manage time and resources in a way that ensures that all work is done in the most efficient manner while identifying and implementing initiatives without interventions from co-workers, supervisors or stakeholders.</li><li>
Flexibility and Adaptability: Adjust approaches and behaviors to meet the constantly changing environment head-on and accomplish CBH and individual goals.</li><li>
Strive to adapt to, accept and embrace change within areas of responsibility.</li><li>
Communication: Effectively and appropriately share thoughts, ideas and information - both written and oral. Respectfully listen to co-workers and stakeholders to gain a full understanding of issues/situations.</li></ul>
Leadership Competencies:<ul><li>
Strategic Thinking: Understand and integrate the long-term vision of CBH and focus current activities on what is critical to achieve future success including formulating objectives/priorities and developing and implementing breakthrough ideas.</li><li>
Leadership: Effectively manage and guide efforts to address challenges and drive continuous improvement for CBH&rsquo;s programs, services and processes. Develop and implement effective strategies and appropriate interpersonal styles to influence and guide others.</li><li>
Employee Development: Recognize and promote the necessity to hire, assess, develop and retain high quality talent. Acknowledge strengths and weaknesses in team members through an ongoing performance management process that provides timely feedback to help them develop and enhance performance.</li></ul>
Work Conditions (including travel, overtime required, physical requirements and occupational exposure):<ul><li>
Must be able to travel within Philadelphia and surrounding counties.</li><li>
Regularly requires walking, standing, stooping, bending, sitting, reaching, pushing, pulling and/or repetitive wrist/hand movements for various lengths of time throughout the day.</li><li>
Ability to utilize computers and office equipment to complete daily work responsibilities.</li><li>
Regularly works inside in areas that are adequately lighted and ventilated. Some fluctuation in temperature. No protective equipment is routinely needed.</li><li>
Must be able to adapt to continuous changes/demands of the job.</li></ul>
Philadelphia Residency Requirement:<ul><li>
The successful candidate must be a current Philadelphia resident or become a resident within six months of hire.</li></ul>
U.S. Authorization Requirement:<ul><li>
CBH does not provide sponsorship for applicants requiring future work authorization. All candidates must be legally authorized to work in the United States without requiring sponsorship now or in the future.</li></ul>
Equal Employment Opportunity:<div><ul><li>
We strive to promote and sustain a culture of diversity, inclusion and belonging every day. CBH is an equal opportunity employer. We do not discriminate in recruiting, hiring, promotion, or any other personnel action based on all qualified individuals. This is without regard to race, ethnicity, creed, color, religion, national origin, age, sex/gender, marital status, gender identity, sexual orientation, gender identity or expression, disability, protected veteran status, genetic information or any other characteristic protected individual genetic information, or non-disqualifying physical or mental handicap or disability in each aspect of the human resources function by applicable federal, state, or local law.</li></ul></div>
Requesting An Accommodation:<div><ul><li>
CBH is committed to providing equal employment opportunities for individuals with disabilities or religious observance, including reasonable accommodation when needed. If you are hired by CBH and require an accommodation to perform the essential functions of your role, you will be asked to participate in our accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodation once hired.</li><li>
If you would like to be considered for employment opportunities with CBH and have accommodation needs for a disability or religious observance, please send us an email at CBH.Recruitment@Phila.gov</li></ul></div></div>

Korn Ferry

<div>
 
 Korn Ferry has partnered with a great manufacturing company on their search for a
 
 Director of Human Resources.
 
 The HR Director will serve as a top HR expert and provide guidance, support, and advice on a variety of HR disciplines from recruitment to benefits to employee relations and much more. This individual will serve as a true strategic partner to the business while working closely with leaders to ensure HR effectiveness and maintain a positive culture while leading and promoting HR initiatives and programs that align with corporate goals and values.
 
 
 
 
 
 
 Additional responsibilities include but are not limited to the following:
 
 
 <ul>
 <li>
 Develop and drive HR initiatives and programs that align and support business objectives
 </li>
 <li>
 Manage the recruitment process to attract and retain top talent
 </li>
 <li>
 Develop HR planning models to identify talent gaps and develop specific succession planning programs
 </li>
 <li>
 Manage employee relations, performance management, and retention strategies
 </li>
 <li>
 Provide effective training and development programs to increase employee growth
 </li>
 <li>
 Manage compensation, benefits, and HR systems
 </li>
 <li>
 Ensure compliance with State and Federal regulations
 </li>
 <li>
 Effectively administer HR programs in accordance with company policies and procedures
 </li>
 <li>
 Additional projects as necessary
 </li>
 </ul>
 
 
 
 
 
 Requirements:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree required, Master&rsquo;s degree preferred
 </li>
 <li>
 8 &ndash; 12+ years of progressive HR experience
 </li>
 <li>
 Experience within a manufacturing environment required
 </li>
 <li>
 Strong MS Office, HRIS and software skills
 </li>
 <li>
 Excellent written and oral communication skills
 </li>
 <li>
 Strong leadership skills
 </li>
 <li>
 PHR/SPHR certification strongly preferred
 </li>
 </ul>
</div>

TriVest

<div>Wheelhouse has partnered with Hueman to find a Director of Human Resources. This is a remote opportunity.
Position Summary
The Director of Human Resources is responsible for leading and executing all HR functions across a multi-location garage door services organization with approximately 150 employees. This role supports both field and office operations and plays a key role in standardizing HR processes as the company continues to grow organically and through acquisitions.
The HR Director serves as a strategic partner to leadership while also managing day-to-day HR operations, compliance, employee relations, recruiting, benefits, and performance management.
Essential Duties and Responsibilities
HR Operations &amp; Compliance<ul><li>
Ensure compliance with federal, state, and local employment laws across all locations</li><li>
Maintain and update employee handbook, policies, and procedures</li><li>
Oversee workers&rsquo; compensation, unemployment claims, and employment documentation</li><li>
Manage HRIS, personnel records, and reporting</li><li>
Support safety program coordination in partnership with operations</li></ul>
Talent Acquisition &amp; Workforce Planning<ul><li>
Partner with managers to recruit field technicians, installers, warehouse staff, and office personnel</li><li>
Develop structured onboarding processes for multi-location workforce</li><li>
Support workforce planning during acquisitions and expansion</li></ul>
Employee Relations &amp; Performance Management<ul><li>
 Provide guidance and coaching to managers on employee relations issues</li><li>
 Conduct investigations and manage corrective action processes</li><li>
 Support performance review programs and goal-setting processes</li><li>
 Promote a consistent and fair workplace culture across locations</li></ul>
Compensation &amp; Benefits Administration<ul><li>
 Administer health benefits, 401(k), and other employee benefit programs</li><li>
 Support annual renewals and broker relationships</li><li>
 Partner with leadership on compensation benchmarking and pay structure</li></ul>
Acquisition &amp; Integration Support<ul><li>
 Lead HR due diligence during company acquisitions</li><li>
 Standardize onboarding of acquired employees</li><li>
 Align policies, benefits, and payroll practices post-acquisition</li><li>
 Support cultural integration initiatives</li></ul>
Leadership &amp; Strategic Support<ul><li>
 Advise leadership on organizational structure and workforce strategy</li><li>
 Develop retention and engagement initiatives</li><li>
 Implement scalable HR processes to support continued growth</li></ul>
Qualifications
Required Qualifications<ul><li>
 5+ years of progressive HR experience (multi-site experience preferred)</li><li>
 Experience in construction, skilled trades, or service-based industries preferred</li><li>
 Strong knowledge of employment law and compliance</li><li>
 Experience supporting hourly workforce and field operations</li><li>
 HRIS experience required</li><li>
 Bachelor&rsquo;s degree in HR, Business, or related field preferred</li><li>
 PHR/SPHR certification a plus</li></ul>
Preferred Qualifications<ul><li>
 Experience supporting a multi-location workforce (100+ employees)</li><li>
 Prior experience in construction, skilled trades, manufacturing, or service-based industries</li><li>
 Experience managing HR during company acquisitions or rapid growth</li><li>
 Working knowledge of wage and hour laws affecting field/technician employees (overtime, travel pay, prevailing wage, etc.)</li><li>
 Experience supporting safety programs and workers&rsquo; compensation claims</li><li>
 Background implementing or optimizing an HRIS or payroll system</li><li>
 Experience developing standard operating procedures (SOPs) and scalable HR processes</li><li>
 Exposure to benefits renewals, broker negotiations, and retirement plan administration</li><li>
 Experience coaching frontline managers on employee relations and performance management</li><li>
 Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) strongly preferred</li><li>
 Bilingual (Spanish/English) preferred</li></ul>
Skills &amp; Competencies<ul><li>
 Strong leadership and influencing skills</li><li>
 Practical, solutions-oriented mindset</li><li>
 Ability to balance strategic thinking with hands-on execution</li><li>
 Excellent communication skills</li><li>
 Comfortable in a fast-paced, growing organization</li></ul>
 Hueman is proud to partner with Wheelhouse as the exclusive recruitment partner for this role. If you are interested in learning more about a career with Wheelhouse as a Director of HR, apply today!</div>

New York City Bar Association

<div>NEW YORK CITY BAR ASSOCIATION/CITY BAR FUND 
 
POSITION: Director of Human Resources 
DEPARTMENT: Human Resources 
POSITION REPORTS TO: Executive Director, New York City Bar Association 
START DATE: May 2026 
FLSA STATUS: Exempt 
 
The New York City Bar Association, founded in 1870, is a voluntary association of lawyers and law students. The City Bar&rsquo;s mission is to equip and mobilize a diverse legal profession to practice with excellence, promote reform of the law, and uphold the rule of law and access to justice in support of a fair society and the public interest in our community, our nation, and throughout the world. 
 
As the nonprofit 501(c)(3) arm of the New York City Bar Association, the City Bar Fund mobilizes New York City lawyers to do good work for people in need and for the legal profession. The City Bar Fund&rsquo;s four programs &mdash; the City Bar Justice Center, the Cyrus R. Vance Center for International Justice, the Office for Diversity, Equity, Inclusion and Belonging, and the Lawyer Assistance Program &mdash; channel the power of volunteering into positive impact. (Together, we are referred to as the City Bar). 
 
JOB FUNCTION 
The Human Resources Director plays a key leadership role as a strategic partner in managing and enhancing the organization's HR functions, ensuring alignment with our mission-driven culture and strategic objectives. This position oversees HR operations including talent acquisition, labor &amp; employee relations, performance management, compensation and benefits, compliance, and training and development for a staff of approximately 165 employees. This is a highly collaborative role that works with all departments in the organization. The Human Resources Director partners with leadership to foster an inclusive workplace in a professional manner led with respect and fairness. 
 
Areas of responsibility include, but are not limited to: 
 
Strategic HR Leadership:<ul><li>
Develop and implement HR strategies that support the organization&rsquo;s array of business needs and mission goals</li><li>
Collaborate with senior leadership on organizational planning and staff development</li></ul> 

Talent Acquisition &amp; Retention:<ul><li>
Lead recruitment efforts to attract and retain top talent</li><li>
Develop and enhance onboarding and offboarding processes that reflect organizational values 
</li></ul>
Compensation &amp; Benefits:<ul><li>
Review annual salary budget for all staff and make recommendations based on specific roles and compensation scales
</li><li>Partner with Professional Employer Organization (PEO) and work closely with City Bar leadership, including the staff Benefits Committee to consider appropriate benefit programs based on employee needs and organizational budgets</li><li>
Oversee annual enrollment process as well as changes to enrollments throughout the year
</li><li>Administration of compensation, benefits &amp; leave policies and procedures</li><li>
Liaise with payroll to ensure compliance with wage and hour laws and policies</li></ul> 

Performance Management:<ul><li>
Manage performance evaluation processes that reflect departmental mission needs and ensure fair evaluation and professional development</li><li>
Guide managers in addressing performance issues and implementing performance improvement plans, when appropriate 
</li></ul>
Legal Compliance &amp; Policy Management:<ul><li>
Ensure compliance with federal, state, and local employment laws in partnership with the General Counsel
</li><li>Recommend updates to employee handbook on an ongoing basis to ensure HR policies and procedures remain accurate and legally compliant</li><li>
Oversee the organization&rsquo;s reasonable accommodation process for employees and applicants, including engaging in the interactive process, assessing requests, and coordinating with management, legal and third-party administrators as appropriate 
</li></ul>
Employee Relations/Employee Experience:<ul><li>
Serve as a trusted advisor on employee relations and conflict resolution by listening to feedback and acting on it</li><li>
Conduct or oversee workplace investigations and recommend appropriate resolutions consistent with organizational policies</li><li>
Promote an inclusive workplace culture that encourages employees to bring their authentic selves to work</li></ul> 

Labor Relations<ul><li>
Ensure proper administration of leave and benefits in compliance with contract provisions</li><li>
Partner with leadership and union representatives to address workplace issues and maintain productive labor-management relationships</li><li>
Advise leadership on dispute resolution consistent with contract provisions and organizational policies</li><li>
Support collective bargaining negotiations as needed</li></ul> 

Training &amp; Employee Development:<ul><li>
Identify staff learning needs and recommend training and development opportunities for employees at all levels</li><li>
Oversee compliance with mandatory training requirements</li></ul> 

Vendor Management:<ul><li>
Periodically evaluate vendors being used for HR needs to ensure service quality, cost-efficiency, and fit with varied departmental needs and goals</li><li>
Negotiate contract renewals 
</li></ul>
EXPERIENCE/SKILLS/REQUIREMENTS:<ul><li>
Bachelor&rsquo;s degree, or equivalent experience</li><li>
10+ years of progressive Human Resources experience in a variety of areas</li><li>
3+ years of direct management experience</li><li>
Ability to work collaboratively and communicate clearly and effectively with all levels of the organization&rsquo;s workforce
</li><li>Strong knowledge of employment law and experience implementing HR best practices, particularly in a mixed labor environment (union and non-union employees)</li><li>
Ability to balance the needs of the organization while considering employee needs and developing the best outcomes for both</li><li>
Excellent organizational and time management skills</li><li>
Strong project management and problem-solving skills</li><li>
Excellent verbal and written communication skills</li><li>
High attention to detail and deadline driven</li><li>
Proficiency in Microsoft Office Suite and various HR systems including HRIS, performance management systems, applicant tracking systems, compliance tracking, etc. 
</li></ul>
Additional Qualifications/Experience (a plus, but not required):<ul><li>
HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)</li><li>
Some experience working with or knowledge of non-profit, membership, and/or professional organizations and/or in the legal profession</li><li>
Working knowledge/experience with Professional Employer Organizations (PEOs) and/or selecting PEOs</li></ul> 

Candidates must be authorized to work in the United States. We are not able to sponsor visas for this position. 
 
This is a hybrid position for which candidates generally must be available for 2-3 in-person workdays at our midtown Manhattan offices, with the balance of time being work-from-home. Flexibility is required for the days scheduled to be in the office. The hybrid schedule is subject to review and revision based on changing departmental needs. 
 
COMPENSATION/BENEFITS 
Starting salary for this role is $140,000 - $155,000 based on years and depth of experience. The City Bar&rsquo;s competitive benefits package includes generous paid time off (vacation, personal, sick time, holidays including office closure during the last week of the calendar year through New Year&rsquo;s Day, day off each year for volunteer work, extra time off in the summer), choice of medical plans, dental, vision, 401K, life insurance, commuter benefits program, Employee Assistance Program, short-term/long-term disability insurance, employee discounts, and more! 
 
To apply: It is suggested that qualified applicants include a cover letter, to explain why you are interested in the position, but it is not required to apply. 
 
Note: A minimum of three professional references (including prior supervisors) will be required later on in the process for candidates being given serious consideration. A background check will also be required prior to hire. 
 
We actively seek a diverse applicant pool and encourage candidates of all backgrounds and unique experiences to apply. We welcome diversity of all kinds. It is the policy of the City Bar to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, creed, age, national origin, alienage or citizenship status, gender (including gender identity), sexual orientation, disability, arrest or conviction record, pregnancy, credit history, salary history, caregiver status, marital status, partnership status, or status as a victim of domestic violence, stalking and sex offenses, religion, sex, genetic information, military status, unemployment status or any other characteristic as protected by law. With regard to the Americans with Disabilities Act and other related laws, the organization will endeavor to make reasonable accommodations for persons due to their religious beliefs, disability, pregnancy, childbirth or related medical condition or because the individual was a victim of domestic violence, sexual violence or stalking. 

UETQsi2iFm</div>

Botany Bay

<div>
 
 
 A Bit About Botany Bay
 
 
 
 Botany Bay is a cannabis management services company that supports licensed operators across cultivation, processing, and retail. We provide centralized expertise in operations, compliance, finance, HR, construction, and strategic growth: allowing our partners to focus on running high-performing, compliant businesses in highly regulated markets.
 
 
 &nbsp;
 
 
 Our work spans multiple states and regulatory environments. That means precision, sound judgment, and operational discipline are essential. We prioritize regulatory integrity, measurable performance, and long-term sustainability while maintaining a practical, hands-on approach to problem solving.
 
 
 We&rsquo;re growing thoughtfully and intentionally, and this role will play a key part in shaping what our next phase looks like.
 
 
 
 &nbsp;
 
 
 
 
 Our Culture
 
 
 
 We are building a team that takes pride in delivering exceptional customer experiences while driving strong business results. In a highly regulated industry, accountability and attention to detail protect both our customers and our business.
 
 
 &nbsp;
 
 
 We believe in personal responsibility, clear communication, and showing up prepared every day. We collaborate across roles, step in when needed, and support one another during busy shifts to keep operations running smoothly.
 
 
 &nbsp;
 
 
 We are committed to continuous improvement: individually and as a team.
 
 
 &nbsp;
 
 
 If you value reliability, teamwork, high standards, and measurable performance, you&rsquo;ll fit well here.
 
 
 
 &nbsp;
 
 
 
 
 About the Role
 
 
 
 We&rsquo;re looking for a people-centered Director of Human Resources to help lead and scale our HR function during a period of growth. This role exists because Botany Bay continues to grow, and our people strategy, HR infrastructure, and employee experience need to grow, too.
 
 
 &nbsp;
 
 
 This role is both strategic and hands-on. You&rsquo;ll serve as a trusted advisor to senior leadership while actively building and improving the systems, processes, and talent pipelines that support the business day to day. You&rsquo;ll lead the HR function while stepping in to support execution: hiring foundational leaders, strengthening performance standards, and ensuring operational consistency across locations.
 
 
 &nbsp;
 
 
 You&rsquo;ll partner across operations, compliance, finance, and corporate teams to support approximately 300 employees across retail, cultivation, production, and corporate environments. This is an opportunity for a player-coach who enjoys building while doing: someone comfortable setting direction and rolling up their sleeves to get the work done.
 
 
 
 &nbsp;
 
 
 
 
 The Opportunity
 
 
 
 In this role, you will:
 
 
 &bull; Lead the development and execution of HR strategies that support business growth and operational excellence
 
 
 &bull; Translate company goals into people priorities through workforce planning, organizational design, and talent initiatives
 
 
 &bull; Build, improve, and maintain HR systems, processes, and programs across multiple states and entities
 
 
 &bull; Partner with leaders and cross-functional teams to solve people, performance, and compliance challenges
 
 
 &bull; Learn, adapt, and iterate as the organization continues to scale and evolve
 
 
 
 &nbsp;
 
 
 
 
 What We&rsquo;re Looking for in You
 
 
 
 We&rsquo;re looking for someone who brings:
 
 
 &bull; 7+ years of progressive HR experience, including 3+ years in a leadership role overseeing multi-site operations
 
 
 &bull; Experience leading an HR team while remaining actively involved in hands-on HR work, including recruiting and sourcing
 
 
 &bull; Deep expertise across recruitment and sourcing (including hiring and developing frontline and leadership roles), employee relations, employment law, talent strategy, and organizational development
 
 
 &bull; Proven ability to hire high-quality leaders efficiently in support of business growth
 
 
 &bull; Experience strengthening HR infrastructure, including systems, metrics, and scalable processes
 
 
 &bull; Experience supporting hourly retail or manufacturing employee populations alongside corporate teams
 
 
 &bull; Strong executive-level communication, sound judgment, and the ability to influence leaders constructively
 
 
 &bull; Comfort navigating growth, ambiguity, and highly regulated environments
 
 
 &bull; Ability to travel up to 25% across Illinois and Kentucky
 
 
 
 &nbsp;
 
 
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required
 
 
 Master&rsquo;s degree or HR certifications (SPHR, SHRM-SCP) preferred
 
 
 
 &nbsp;
 
 
 
 
 How You&rsquo;ll Really Stand Out
 
 
 
 You&rsquo;ll stand out if you also bring:
 
 
 &bull; Experience working in highly regulated industries such as cannabis, healthcare, or pharmaceuticals
 
 
 &bull; A track record of scaling HR systems and practices in fast-growing organizations
 
 
 &bull; Experience moving people initiatives from idea &rarr; execution &rarr; measurable impact
 
 
 &bull; Strong change management instincts during periods of expansion or organizational evolution
 
 
 
 &nbsp;
 
 
 
 
 What Your First Six Months Might Look Like
 
 
 
 
 Within your first month, you will:
 
 
 
 &bull; Learn our organizational structure, locations, and regulatory landscape
 
 
 &bull; Build relationships with senior leaders, site leaders, and employees
 
 
 &bull; Gain clarity on HR priorities, risks, and opportunities across the business
 
 
 
 &nbsp;
 
 
 
 
 Within three months, you will:
 
 
 
 &bull; Own and execute HR initiatives tied to compliance, workforce stability, and manager effectiveness
 
 
 &bull; Deliver HR guidance and processes that are actively used by leaders and teams
 
 
 &bull; Navigate employee relations matters with confidence, consistency, and sound judgment
 
 
 
 &nbsp;
 
 
 
 
 Within six months, you will:
 
 
 
 &bull; Stabilize and strengthen workforce engagement and retention across retail and cultivation operations to support our sustainable growth
 
 
 &bull; Improve the quality and efficiency of leadership hiring for foundational roles that support expansion
 
 
 &bull; Strengthen HR infrastructure, including clear metrics, reporting, and scalable systems
 
 
 &bull; Build consistency in performance standards and leadership accountability across locations
 
 
 &bull; Be a trusted partner by the COO, leadership team and our employees
 
 
 
 &nbsp;
 
 
 
 
 A Bit More About Botany Bay
 
 
 
 We work across functions and locations, to navigate the complexity of our industry. We value problem solving, accountability, and thoughtful decision-making in an environment where compliance and people experience both matter.
 
 
 
 &nbsp;
 
 
 
 
 What We Offer
 
 
 
 &bull; Salary range: $120,000&ndash;$145,000, based on experience and qualifications
 
 
 &bull; Medical, dental, vision, and 401(k) benefits
 
 
 &bull; Paid time off and company holidays
 
 
 &bull; Employee discounts
 
 
 &bull; Professional development opportunities
 
 
 
 &nbsp;
 
 
 
 
 A Note to Candidates
 
 
 <ul>
 <li>
 If you&rsquo;re excited about this role but don&rsquo;t meet every requirement, we still encourage you to apply. We value learning, growth, and diverse perspectives. We know strong leaders come from many paths.
 </li>
 </ul>
</div>

American Medical Associates

<div>Regional Director of Human Resources - Skilled Nursing Facilities

Located throughout Ohio

*****Salary Range $125K - $135K Per Year; Based On Experience***** 


A healthcare management company that owns multiple skilled nursing facilities throughout the Ohio area is currently seeking a compassionate and professional Regional Director of Human Resources to join their team.

Responsibilities of the Regional Human Resources Director:
<ul>
<li>Identify short-term and long-term hiring needs</li>
<li>Support staff and managers on day-to-day issues</li>
<li>Leads nurse recruitment and retention efforts by planning and implementing new and creative initiatives to both attract and retain nurses and other key employees. Directs the interview and selection process for new nursing staff.</li>
<li>Provides leadership in human resource development and management. Provides guidance and counsel to nursing leadership and staff. Maintains confidentiality of employee information to assure employee rights are protected. Provides adequate communication mechanisms within all departments and disciplines.</li>
<li>Adheres to and promotes Equal Employment Opportunities and the facility's Affirmative Action Plan. Demonstrates ability to fairly and consistently apply the disciplinary process.</li></ul> 


Requirements of the Regional Director of Human Resources
<ul><li>Must have 3+ years of HR regional experience in long term care with strong experience with HR operations and staffing</li><li>Must have excellent verbal and written communication skills</li><li>Must be computer savvy</li><li>Must be willing to travel</li></ul> 


#7492</div>

Regional Director of Human Resources

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Director of Human Resources

Director of Human Resources

Director of Human Resources

Director of Human Resources

Director of Human Resources

Director of Human Resources

Regional Director of Human Resources