DIVISION: Administration 

REPORTS TO:  CEO

SUPERVISES: 5-10

EXEMPTION STATUS:  Exempt 

POSITION SUMMARY: The Human Resources Director provides executive leadership and strategic oversight of all human resource functions across Behavioral Health Allies. This role is responsible for ensuring the organization maintains the highest standards of regulatory compliance, workforce stability, operational consistency, and employee support systems.

The HR Director designs, implements, and oversees organization-wide HR infrastructure, including compliance programs, onboarding systems, employee relations, workers’ compensation administration, leave management (FMLA and other protected leaves), HRIS integrity, policy governance, training programs, and workforce strategy.

Guided by Behavioral Health Allies’ Core Values—Empower Through Innovation, Integrity in Action, Advocate with Passion, Leaders in Learning, Compassionate Care Always, and Sustainable Growth, Lasting Impact—the HR Director ensures HR practices protect the organization from regulatory risk while creating a professional, accountable, and supportive employee experience.

This position requires high-level leadership, strategic thinking, exceptional attention to compliance timelines, and the ability to build systems that ensure organizational consistency across multiple divisions and service environments.

The HR Director serves as a key advisor to the executive team and plays a critical role in ensuring that the organization’s people systems, compliance practices, and workforce programs operate with accuracy, timeliness, and accountability.

QUALIFICATIONS: 

Education & Experience:

· Bachelor’s degree in Human Resources, Business Administration, or related field required

· Master’s degree or HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred

· Minimum 7–10 years HR experience, with 5+ years in HR leadership

· Experience in regulated environments (healthcare, behavioral health, education, or human services) strongly preferred

Skills & Competencies

· Strong organizational and time management skills

· Advanced attention to detail

· Professional presence and discretion

· Strong Microsoft Office skills

· Ability to work independently and collaboratively

· Strong customer-service orientation

· Deep knowledge of federal and state employment laws

· Strong experience managing compliance-driven HR environments

· Experience overseeing FMLA, ADA, Workers’ Compensation, and leave administration programs

· Demonstrated ability to design and implement organizational HR systems and programs

· Strong leadership and team management skills

· Exceptional organizational skills and ability to manage multiple deadlines

· Strong analytical and reporting capabilities

· Ability to manage complex employee relations matters

· Proficiency with HRIS systems (Paylocity preferred

· Excellent written and verbal communication skills

· Strong problem-solving and decision-making skills

· Ability to maintain confidentiality and handle sensitive matters with discretion

KEY RESPONSIBILITIES:

Empower Through Innovation

· Design and implement organizational HR systems and workforce programs that support operational excellence.

· Lead development of organizational training infrastructure, including onboarding and annual training systems.

· Improve HR workflows, documentation systems, and compliance tracking tools.

· Optimize HRIS functionality to support workforce analytics and reporting.

· Implement data-driven HR strategies that support recruitment, retention, and employee development.

Integrity in Action

· Ensure full compliance with federal, state, and local employment laws, including wage and hour laws, FMLA, ADA, OSHA, and workers’ compensation requirements.

· Develop and maintain HR policies and procedures aligned with regulatory standards.

· Maintain audit-ready HR documentation and ensure compliance with regulatory review processes.

· Establish systems to ensure timely completion of compliance requirements and regulatory deadlines.

· Investigate and resolve employee relations matters with professionalism and discretion.

· Oversee internal investigations and ensure proper documentation and risk mitigation.

Advocate with Passion

· Serve as a strategic advisor to leadership regarding workforce management, employee relations, and organizational culture.

· Ensure fair and consistent application of policies and procedures across the organization.

· Provide guidance to supervisors regarding employee relations, disciplinary actions, and conflict resolution.

· Support employees through leave processes, workers’ compensation claims, and workplace concerns.

Leaders in Learning

· Develop and oversee organization-wide employee training programs, including onboarding, compliance training, and leadership development.

· Establish competency expectations for employees and supervisors.

· Support leadership development and workforce professional growth initiatives.

· Monitor workforce skill gaps and training needs across divisions.

Compassionate Care, Always

· Ensure employee programs support staff well-being and workplace dignity.

· Promote fair treatment and respectful workplace practices.

· Ensure leave programs and accommodations are managed with professionalism and compassion.

Sustainable Growth, Lasting Impact 

· Develop HR strategies that support long-term workforce stability and retention.

· Monitor workforce metrics including turnover, retention, compliance status, and staffing trends.

· Provide regular reports to executive leadership regarding HR performance indicators.

· Develop scalable HR systems that support organizational growth.

FUNCTIONAL RESPONSIBILITIES

HR Compliance & Regulatory Oversight 

· Ensure compliance with FMLA, ADA, EEOC, OSHA, and labor regulations.

· Maintain regulatory documentation and HR audit readiness.

· Monitor regulatory changes impacting HR operations.

· Oversee HR policy development and policy updates.

Workers Compensation & Leave Management  

· Oversee organizational workers’ compensation program administration.

· Ensure proper reporting, documentation, and claims coordination.

· Monitor return-to-work programs and modified duty processes.

· Oversee administration of FMLA, medical leave, ADA accommodations, and other protected leaves.

· Ensure compliance with all leave regulations and documentation requirements.

Workforce Programs & Organizational Initiatives 

· Develop and oversee organization-wide HR initiatives, including employee engagement, retention strategies, and workforce development programs.

· Support leadership in organizational change initiatives.

· Develop systems that ensure consistent HR practices across divisions.

Recruitment Strategy & Workforce Planning 

· Partner with leadership to develop workforce planning strategies.

· Oversee recruitment systems and hiring practices.

· Ensure onboarding systems are structured and compliant.

HRIS & Data Management 

· Ensure accuracy and integrity of HRIS data.

· Monitor compliance documentation within Paylocity.

· Develop HR dashboards and workforce reports.

Employee Relations & Investigations

· Oversee employee relations matters including investigations, disciplinary actions, and conflict resolution.

· Ensure proper documentation and procedural consistency.

· Provide guidance to supervisors regarding HR processes.

HR Team Leadership

· Lead and mentor HR staff.

· Establish clear expectations and accountability for HR team performance.

· Ensure HR team maintains timely and accurate service delivery.

Reporting & Organizational Metrics

· Track and report workforce metrics including turnover, retention, compliance, and staffing trends.

· Provide executive reports and analysis to support leadership decision-making.

Other Duties

· Ensure adherence to all organizational timelines and regulatory deadlines.

· Support organizational strategic initiatives.

· Perform additional duties and special projects as assigned.

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Fitness for Duty / Medical Evaluation (Job-Related):
BHA may require a job-related fitness-for-duty evaluation consistent with applicable law when there is a reasonable concern that an employee may be unable to safely perform the essential functions of the role (including driving, medication administration, crisis response, and continuous supervision), or as part of return-to-work clearance following certain leaves or incidents.

ACCESS TO PHI: The employee may have access to Protected Health Information (PHI). Employees must always protect the confidentiality of all client information. This includes adhering to all BHA policies and all applicable state and federal regulations regarding Protected Health Information (PHI). Sharing, discussing, or disclosing PHI in any form—verbal, written, electronic, or visual—is strictly prohibited unless explicitly authorized and required for job duties.

EQUAL EMPLOYMENT: Equal Opportunity is and shall be provided for all employees and applicants for employment based on their demonstrated ability and competence without unlawful discrimination based on their race, color, national origin, ancestry, religion, sex, pregnancy, sexual orientation, gender identity, gender expression, age, disability, protected veteran status, or any other status protected by applicable state or federal law. This policy shall not be interpreted so as to violate the legal rights of religious organizations or the recruiting rights of military organizations associated with the Armed Forces or the Department of Homeland Security of the United States of America.

ADA STATEMENT: To perform this job successfully, an individual must be able to satisfactorily perform each essential job duty. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform essential job functions.

ACCOUNTABILITY/IMPACT (Degree of answerability for actions, consequences of errors in judgment, and legal liabilities): Errors in judgment or mistakes could cost the organization loss of revenue, loss of clients, and/or negatively impact KCBHH’s reputation.

BHA ACADEMY CORE VALUES 

1. Empower Through Innovation – Continuously seek new and effective ways to support individuals and families.

2. Integrity in Action – Always do the right thing with honesty, accountability, and respect.

3. Advocate with Passion – Champion the rights, needs, and voices of those we serve.

4. Leaders in Learning – Commit to continuous growth, evidence-based practices, and thought leadership.

5. Compassionate Care, Always – Provide empathetic, high-quality support that makes a meaningful difference.

6. Sustainable Growth, Lasting Impact – Responsibly steward resources to expand services and reach more individuals in need.

CORE COMPETENCIES

1. Integrity and Professionalism: Operates with professionalism and integrity in all aspects of role, including interactions with coworkers, clients, and external contacts. Communicates in an open, honest, respectful, and consistent way. Demonstrates humility, sharing recognition and fault equally. Treats all employees as equal contributors.

2. Collaboration and Teamwork: Works cooperatively to achieve common goals by establishing and maintaining productive working relationships, sharing knowledge, and building consensus. Shows willingness to understand, respect, and support alternative perspectives, opinions, and ideas. Willingly contribute to other teams as Subject Matter Experts and shares knowledge with others. Recognizes the contributions of others and gives credit when credit is due.

3. Client/Customer Focus: Establishes and nurtures strong, sustainable, and collaborative relationships with clients, both internal and external. Actively seeks to understand and exceed internal/external client needs. Seeks and uses input and feedback to strengthen internal/external customer relationships and improve outcomes. Engages the internal/external customer as a partner in delivering service.

4. Innovation and Initiative: Voluntarily looks for better ways to get things done and/or generate new ideas; acts on own without waiting for direction. Shows interest in learning new skills and performing new tasks. Sees beyond the “tried and true”; avoids staying a comfort zone. Identifies ways to incorporate new practices into existing framework.

5. Adaptability: Responds positively to changing circumstances by altering behavior to better fit different situations. Willing makes appropriate changes in work methods/processes. Overcomes obstacles to achieve results. Adjusts timelines, results, and expectations appropriate to changing needs.

6. Accountability: Takes responsibility for all work activities and personal actions. Respects confidentiality – appropriately handles confidential information. Meets or exceeds agreed upon expectations; follows through on commitments. Accepts responsibility for positive and negative outcomes of work.

TRAINING AND DEVELOPMENT 

1. Required company trainings.

2. Trainings deemed necessary by supervisor.