Senior Director of Employee Relations

Senior Director of Employee Relations (Remote)

The Senior Director of Employee Relations will lead high-impact, strategic initiatives across the full employee relations lifecycle, organizational effectiveness, leadership development, culture, and talent management. This role will partner closely with the Vice President of Human Resources to foster a positive, inclusive, and high-performance work environment while strengthening employee retention and shaping the organization’s leadership pipeline. In addition, the Senior Director will guide the development of HR policies, ensure legal compliance, and oversee HR technology platforms and related vendor relationships.

Essential Duties:

• Partner with the VP of HR to align People strategies with organizational goals.
• Design and drive enterprise-wide retention and engagement programs.
• Ownership of organization, analysis, and reporting of HR related trends and relative best practices for improvement.
• Leads development, implementation, and communication of all Company policies, processes, training, initiatives, and listening mechanisms to support the organizations’ human resource compliance and strategy needs.
• Oversee HR programs including, but not limited to: FMLA/LOA, disciplinary matters, disputes and investigations, performance and talent management, recognition, morale, occupational health and safety, and training and development.
• Identify staffing needs and execute best practices for recruitment, hiring, and succession planning.
• Monitors and ensures compliance with federal, state, and local employment laws and regulations; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and innovative HR function technologies; applies this knowledge to communicate changes in policy, practice, and resources to leadership.
• May assist with performance management practices and key deliverables i.e. annual performance evaluations.
• Collaborates with departmental managers to conduct skills, competency, and career mapping for open roles and existing talent.
• Develops and implements dynamic new hire orientation and effective employee recognition programs.
• Serve as a trusted advisor to leadership on complex employee relations matters, including conflict resolution, performance management, engagement, recognition, and compliance.
• Monitor workplace culture and employee sentiment through various feedback channels, proactively addressing any concerns.
• Attends and participates in employee disciplinary meetings, terminations, and investigations as needed.
• Design, implement, and refine leadership development programs that support growth and effectiveness at all levels of the organization.
• Build a strong leadership pipeline by identifying high-potential talent and providing tools, training, and mentorship for advancement.
• Foster a culture of continuous learning through development programs, coaching, and feedback.
• Leverage data and feedback to assess the effectiveness of leadership programs and make data-driven recommendations for improvements.
• Collaborate with HR leadership to ensure alignment of employee relations and leadership development strategies with broader business objectives and organizational goals.
• Contribute to the development and execution of workforce planning strategies, including succession planning and talent management, to support broader company strategies.
• Analyze trends in employee engagement, retention, and leadership effectiveness, and recommend strategic initiatives to drive organizational success.
• Performs other duties as assigned.

Company Mission: To Enhance the Human Spirit

Core Values:

Serve with Courage

Serve with Heart

Serve with Purpose

Have fun while Serving

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field (advanced degree or HR certification preferred).
• 7+ years of progressive HR leadership experience, ideally in multi-site or complex organizational environments.
• Proven expertise in employee relations, leadership development, organizational culture, and talent strategy.
• Demonstrated ability to navigate sensitive situations with discretion, ensuring confidentiality and compliance with HIPAA, employment laws, and organizational policies.
• Strong communication and relationship-building skills to engage effectively with leaders, employees, residents, families, and external partners.
• Adept at fostering a positive, inclusive workplace that supports both operational goals and human connection.
• Skilled at collaborating across locations and functions, with the ability to influence and inspire diverse teams.
• Deep commitment to the organization’s mission of Enhancing the Human Spirit for residents, families, and associates.

Physical Demands and Working Conditions:

• Ability to sit for extended periods, up to 8 hours per day, with reasonable breaks.
• Use of a computer keyboard, mouse, and other office equipment requiring repetitive hand movements.
• Ability to read printed materials and computer screens.
• Ability to communicate effectively in person, by phone, or via video conferencing.
• Occasional lifting of files, binders, or legal documents, typically weighing less than 20 pounds.
• Work is generally performed during standard business hours, with occasional extended hours during high workload periods.
• Frequent use of computers, telephones, and other office equipment.
• Moderate stress levels due to deadlines and legal complexities.

Although every attempt has been made to make this job function list as complete as possible there may be other tasks not described above which become necessary perform this role with excellence.