Job Title: Director of Human Resources

Location: IL/OH  Job Type: Full-Time
Reports to: CEO | Direct Reports: HR Generalist(s); HR Supervisor

About Us:

God Restoring Order (GRO) Community is a mental healthcare provider that specializes in trauma recovery services for males of color ages 5 and up. GRO services are grounded in an understanding of the neurological, biological and psychological effects of trauma. GRO services include mental health and wellness, stress management, and community outreach. 

Position Summary:

The Director of Human Resources serves as the senior human resources leader responsible for developing, implementing, and overseeing the organization's people strategy across GRO Community, GRO Clinical Services, and all interfaced subsidiaries operating under GRO Holdings. This role provides strategic leadership in workforce planning, organizational development, compliance, employee relations, talent management, compensation, performance management, and HR operations while ensuring consistency across multiple business entities.

The Director partners closely with executive leadership to align human capital initiatives with organizational objectives while fostering a culture centered on accountability, collaboration, compliance, and employee engagement. This position serves as the organization's primary advisor on all human resources matters and is responsible for establishing scalable HR infrastructure that supports continued organizational growth.

Key Responsibilities:

Strategic Human Resources Leadership

• Develop and execute the organization's human resources strategy to support the mission, vision, and long-term strategic objectives of GRO Community, GRO Clinical Services, and all interfaced subsidiaries.
• Serve as a strategic advisor to the Chief Executive Officer and Executive Leadership Team on all human capital initiatives, organizational development, workforce planning, and employment-related matters.
• Lead organizational change management initiatives that support growth, restructuring, acquisitions, and new business development.
• Establish annual Human Resources departmental goals, key performance indicators (KPIs), and strategic initiatives that align with organizational priorities.
• Analyze workforce trends, organizational metrics, and human resources data to provide recommendations that support executive decision-making.

Organizational Oversight

• Provide strategic Human Resources leadership and oversight for GRO Community, GRO Clinical Services, and all interfaced subsidiaries operating under GRO Holdings.
• Ensure consistency in Human Resources policies, procedures, and employment practices while recognizing the unique operational needs of each subsidiary.
• Partner with executive leadership across all entities to align workforce planning, organizational goals, and employee engagement strategies.
• Support organizational expansion efforts by developing scalable Human Resources infrastructure for existing and future business entities.

Human Resources Operations

• Oversee all Human Resources functions, including talent acquisition, onboarding, employee relations, performance management, compensation, benefits administration, leave administration, compliance, employee engagement, and HRIS management.
• Ensure Human Resources operations are administered efficiently, consistently, and in compliance with all applicable employment laws and organizational policies.
• Evaluate departmental workflows and implement process improvements that enhance operational efficiency and employee experience.
• Maintain accurate employee records and ensure all Human Resources documentation meets organizational and regulatory standards.

Leadership and Team Development

• Directly supervise Human Resources staff by providing coaching, mentorship, performance feedback, and professional development opportunities.
• Conduct regular supervision meetings and performance evaluations to promote accountability and continuous improvement within the Human Resources department.
• Establish clear departmental expectations and monitor team performance to ensure exceptional service delivery across the organization.
• Foster a collaborative and customer-focused Human Resources team that serves as a trusted resource for leadership and employees.

Talent Acquisition and Workforce Planning

• Develop and oversee strategic recruitment initiatives that attract, hire, and retain qualified professionals across all departments and subsidiaries.
• Collaborate with department leaders to identify staffing needs and develop workforce plans that support organizational growth.
• Review hiring recommendations, approve employment offers, and ensure equitable hiring practices are consistently followed.
• Develop succession planning strategies that strengthen leadership continuity and organizational sustainability.

Employee Relations

• Serve as the organization's primary resource for employee relations by providing guidance on workplace concerns, policy interpretation, conflict resolution, corrective action, and performance management.
• Conduct or oversee workplace investigations while ensuring confidentiality, objectivity, and compliance with organizational policies and employment laws.
• Partner with organizational leaders to resolve complex employee issues while balancing employee engagement with organizational risk management.
• Provide coaching to leaders on employee relations best practices and effective performance management strategies.

Compliance and Risk Management

• Ensure organizational compliance with all applicable federal, state, and local employment laws, regulations, and industry standards.
• Ensure compliance with Ohio and Illinois employee regulations for billing health insurance and Medicaid 
• Develop, review, and update Human Resources policies and procedures to maintain legal compliance and organizational consistency.
• Conduct periodic Human Resources compliance audits and implement corrective action plans when necessary.
• Partner with legal counsel and executive leadership on employment matters that present organizational risk.

Compensation and Benefits

• Develop and maintain equitable compensation structures that align with market trends and organizational objectives.
• Conduct salary benchmarking and recommend compensation adjustments that promote internal equity and external competitiveness.
• Oversee employee benefits administration, annual open enrollment, and vendor relationships to ensure quality benefit offerings.
• Monitor benefit utilization and provide recommendations that balance employee needs with organizational financial objectives.

Performance Management and Organizational Development

• Design and oversee the organization's performance management program to promote accountability, employee development, and organizational excellence.
• Partner with leaders to establish measurable performance expectations and support employee development planning.
• Lead organizational initiatives focused on leadership development, succession planning, employee engagement, and retention.
• Develop programs that strengthen organizational culture and support long-term workforce stability.

Policy Development and Human Resources Governance

• Develop, implement, and maintain employee handbooks, Human Resources policies, and standard operating procedures for all operating entities.
• Ensure organizational policies are consistently communicated, interpreted, and administered across all subsidiaries.
• Review organizational policies regularly to ensure alignment with changing employment laws and industry best practices.

Human Resources Systems and Workforce Analytics

• Oversee the administration and optimization of Human Resources Information Systems (HRIS) and employee data management systems.
• Utilize workforce analytics to identify organizational trends, monitor key performance metrics, and support strategic workforce planning.
• Prepare executive reports and dashboards that provide meaningful insight into workforce performance and Human Resources operations.

Financial Management

• Develop and manage the Human Resources departmental budget while ensuring responsible stewardship of organizational resources.
• Evaluate Human Resources vendors, negotiate service agreements, and recommend cost-effective solutions that improve operational efficiency.

Executive Partnership

• Collaborate closely with the Chief Executive Officer and Executive Leadership Team to develop workforce strategies that support organizational goals and long-term sustainability.
• Provide executive consultation regarding organizational restructuring, workforce planning, employee engagement, leadership development, and compliance initiatives.
• Represent Human Resources during executive meetings, strategic planning sessions, and organizational initiatives requiring human capital expertise.

Enterprise Human Resources Leadership

• Lead the development and implementation of standardized Human Resources infrastructure across all existing and future GRO Holdings subsidiaries.
• Support organizational growth initiatives by designing scalable Human Resources systems, policies, and operational processes.
• Partner with executive leadership during organizational expansion, acquisitions, and the launch of new business entities to ensure Human Resources readiness.
• Promote a unified organizational culture while supporting the unique operational needs of each subsidiary through strategic Human Resources partnership.

Work Environment:

• Monday-Friday
• Hybrid/ 3 days onsite 2 day remote
• Travel less than 60%; some may be needed for events or to company site locations and out of state travel may be required

Competencies:

• Strategic Leadership
• Accountability
• Collaboration
• Integrity
• Emotional Intelligence
• Problem Solving
• Decision Making
• Business Partnership
• Continuous Improvement
• Change Leadership
• Communication Excellence
• Relationship Building
• Confidentiality
• Adaptability

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.
• 7-10 years of progressive HR experience, preferably in a scaling non environment 
• 3-5 years experience as an HR leader, preferably in a multi-site or multi-entity environment.
• Experience working HR in a health care and preferably mental health setting 
• Strong knowledge of employment laws and regulations across different jurisdictions.
• Exceptional leadership, communication, and interpersonal skills.
• Ability to think strategically and implement effective HR initiatives.

What We Offer:

• Competitive salary and benefits package.
• A supportive and dynamic work environment committed to social impact.
• Opportunities for professional development and growth.

How to Apply:

Interested candidates should submit a resume and cover letter detailing their relevant experience to grosources@grocommunity.org.