Reporting to the CEO, the Senior Director, HR is a key member of the leadership team responsible for managing the AAAHC Human Resource function including payroll and benefits administration, recruitment, and employee engagement. The Senior Director, HR will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the HR department, ensuring legal compliance and implementation of the organizations mission and talent strategy.

This individual will provide strategic and operational hands-on leadership to guide HR strategy, goals, policies, and procedures. Supporting the CEO and management team, this position will drive change initiatives by partnering to proactively design HR processes and systems that align with performance and financial goals. In collaboration with the executive team, the Senior Director, HR will help to build an accountable, performance driven culture where employees can flourish in an organization that is committed to continuous improvement and embraces change.

Administer all organization-wide human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and career development. Includes both HQ employees (~65-80 fulltime).

• Plan, lead, develop, coordinate, and implement policies, processes, engagement initiatives, and surveys to support the organization’s HR compliance and strategy needs.
• Evaluate compensation and benefits programs to ensure market competitiveness. Develop a compensation philosophy based on organizational goals and vision. Benchmark benefits and compensation to ensure program provides an externally competitive and internally equitable total rewards program at a reasonable cost. Manage annual compensation program including merit increases and incentive programs.
• Conduct research and analysis of organizational trends including review of reports and metrics from the organizations HR information system (HRIS).
• Collaborate with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention. Develop and execute best practices for hiring and talent management including active recruiting, candidate screening/interviewing, onboarding, performance management, retention, and career development, employee relations, payroll, HRIS, compensation and benefits.
  • Identify staffing and recruiting needs; manage full cycle talent acquisition efforts of headquarter employees by developing programs and processes to identify, recruit, onboard and retain key talent. Participate in workforce planning, forecasting and headcount/compensation and benefits budgeting.
  • Collaborate with Director, Surveyor Services to identify and fulfill employee/contractor surveyor recruiting needs including talent acquisition and onboarding. Participate in staff workforce planning, forecasting and headcount/compensation and benefits budgeting.
  • Manage offboarding processes for separated employees.
  • Advise and partner with leadership on key organizational and strategic management issues (i.e., organizational structure, position descriptions).
• Design and direct the performance development and evaluation process and ensure it is linked to and reflects goals, core values, and expected leadership competencies.
• Collaborate with the Director, Staff & Surveyor Development and the Leadership team to plan and direct training and development solutions across the organization. Identify competency, knowledge and talent gaps, and develop specific training programs for addressing those gaps. Collaborate on development and implementation of a management training program that supports employee retention and satisfaction, and compliance with regulations.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management. Provide guidance to management on HR matters. Advise managers on appropriate resolution of employee relations issues and procedures for hiring, terminations, promotions, performance, and investigations. Lead or participate in HR legal matters as needed.
• Monitor and ensure the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify Employee Handbook and related policies and practices to maintain compliance. Oversee Affirmative Action Plan and reporting requirements. Monitor hiring practices to also ensure compliance with government contract stipulations.
• Manage vendors that support the HR function (e.g., benefits broker, 401K pension plan manager, EAP program, HRIS, and others) to ensure effective use of vendor services and quality vendor performance consistent with contractual requirements.
• Develop and implement HR department budget; monitor HR expenses vs. budget. Meet productivity performance expectations (e.g., time to hire, payroll timeliness, employee engagement metrics, and other KPIs).
• Provide leadership and direction to a high performing HR team to drive productivity and service excellence that aligns with AAAHC’s overall business objectives; provide hiring, onboarding, training, coaching, leadership, performance reviews, and employee development. Direct development of individual and team goals; develop action plans and monitor progress toward approved goals. Identify goal shortfalls and develop corresponding strategies to remedy. Facilitate professional development, training, and certification activities for HR staff.

• Perform other duties as required.

Minimum Qualifications

• Bachelors degree in Human Resources, Business Administration, or related field
• Eight years of progressively responsible experience in Human Resources, with at least five years at a people management level
• Up to date SPHR and/or SHRM-CP or SCP certifications
• Demonstrated ability to develop and manage projects
• Thorough knowledge of employment-related laws and regulations including multi-state requirements
• Excellent verbal and written communication skills
• Excellent interpersonal, influence, and negotiation skills; ability to work effectively as a team member with other departments, and with all levels of the organization
• Excellent organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines; ability to prioritize tasks and to delegate them when appropriate
• Strong project management skills and relevant experience developing integrated plans including strategy, financials, and tactical requirements; strong business analytics and problem solving. Demonstrated experience with department and project budgeting and expense management
• Strategic, critical but creative thinker, strong business sense and excellent financial skills; strategic mindset, with ability to make difficult decisions
• Strong supervisory and leadership skills
• Ability to adapt to the needs of the organization and employees

• Proficient with Microsoft Office Suite software. Proficiency with or the ability to quickly learn the organization’s HRIS and talent management system

Preferred Qualifications

• Master’s degree in an HR related field
• Experience working within a non-profit organization
• Healthcare experience
• ADP experience
• Experience managing change