Mission Statement: Inspired by the Franciscan Values of compassion, dignity and respect, we support individuals with diverse and unique abilities to achieve their highest quality of life, personal growth, and spiritual awareness.

Summary: Provides strategic leadership and oversight for all Human Resources functions to support organizational goals, employee relations, and compliance obligations. Directs and administers the Human Resources Department, including personnel management, benefits administration, workers’ compensation, employee relations, performance management, corrective actions, policy implementation, and regulatory compliance. Provides direct and indirect supervision to department staff and leads departmental planning, development, and continuous improvement initiatives. Participates in the development and implementation of organizational policies, procedures, and workforce strategies. Performs the administrative and operational duties necessary to ensure effective department functioning, accountability, risk management, and support of organizational commitments and employee needs.

Essential Duties and Responsibilities: include the following. Other duties may be assigned.

• Directs and administers all Human Resources functions, including employee relations, recruitment, onboarding, benefits administration, compensation, performance management, workers’ compensation, leave administration, and compliance activities.
• Serves as a strategic partner to organizational leadership by providing guidance and recommendations related to workforce planning, employee engagement, organizational development, and personnel matters.
• Oversees and manages complex employee relations issues, including investigations, complaints, disciplinary actions, corrective action processes, conflict resolution, and terminations.
• Ensures organizational compliance with all applicable federal, state, and local employment laws, regulations, licensing standards, and organizational policies and procedures.
• Develops, implements, reviews, and updates Human Resources policies, procedures, and practices to support organizational objectives and minimize risk.
• Oversees employee benefits programs, including health insurance, retirement plans, leave programs, workers’ compensation, unemployment claims, and related vendor relationships.
• Provides leadership, supervision, coaching, and development to Human Resources staff to ensure efficient and effective departmental operations.
• Advises managers and supervisors on employee performance issues, documentation, corrective actions, policy interpretation, and employment-related concerns.
• Leads and supports recruitment, hiring, retention, and succession planning efforts to meet organizational staffing needs.
• Maintains confidentiality and ensures appropriate handling of sensitive employee, organizational, and legal information.
• Works collaboratively with the Finance Department to support payroll processes, ensure accuracy of employee compensation and deductions, resolve payroll-related issues, and maintain compliance with applicable wage and hour regulations.
• Monitors HR trends, regulatory changes, and best practices to recommend and implement process improvements and organizational initiatives.
• Oversees HR recordkeeping, reporting, audits, and documentation to ensure accuracy, accountability, and compliance.
• Participates in budget development and monitors departmental expenditures and resource utilization.
• Responds to urgent, sensitive, or crisis-related personnel matters and provides appropriate leadership and follow-up actions.
• Collaborates with internal and external stakeholders, including legal counsel, insurance representatives, regulatory agencies, and organizational leadership, as necessary.
• Effectively works with individuals and teams to meet organizational needs and provides a work environment that will enhance potential and job satisfaction.
• Leads and participates in strategic planning and development initiatives to achieve the overall mission and vision of the organization.
• Communicates effectively and professionally in verbal and written interactions while maintaining accurate records, reports, and correspondence.

Supervisory Responsibilities:

Provides leadership and supervision to Human Resources and Staff Development personnel, including hiring, training, performance management, employee development, corrective action, and resolution of staff concerns in accordance with organizational policies and applicable laws.

Required Director Level Competencies:

• Demonstrates adherence to St. Coletta’s Code of Conduct and Franciscan Values at all times.
• Provides strategic leadership and oversight for all Human Resources functions, ensuring alignment with organizational goals, compliance standards, and workforce needs.
• Demonstrates extensive experience managing complex employee relations matters, including investigations, complaints, corrective actions, conflict resolution, and high-risk personnel situations.
• Maintains advanced knowledge of employment laws, regulatory requirements, benefits administration, workers’ compensation, leave management, and HR best practices.
• Exercises sound judgment, professionalism, and discretion when handling confidential, sensitive, and legally significant information.
• Builds strong partnerships with leadership to support organizational development, workforce planning, employee engagement, and performance management initiatives.
• Demonstrates exceptional communication, leadership, negotiation, and problem-solving skills in challenging and fast-paced environments.

Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience:

Bachelor’s degree in Human Resources or related field required; Master’s degree in a related field preferred. Requires five to seven years of post-degree related experience, or an equivalent combination of education, training, and experience.

Language Skills:

Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to write speeches and articles for publication that conform to prescribed style and format. Ability to effectively present information to top management, public groups, and/or boards of directors.

Mathematical Skills:

Ability to work with mathematical concepts such as probability and statistical inference, and fundamentals of plane and solid geometry and trigonometry. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

Reasoning Ability:

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

Certificates, Licenses, Registrations: None

Driving Requirements: This position requires that an employee is able to drive for work purposes and must maintain a valid driver’s license with a past driving record that meets the standards set forth by the agency. This position may require the use of the employee’s personal vehicle.

Other Skills and Abilities:

Ability to respond to behavior issues. Ability to create effective business correspondence. Strong organizational skills. Effective time management skills. Ability to maintain confidentiality. Good interpersonal skills. Effective oral and written communication skills. Ability to establish and maintain effective professional working relationships. Ability to motivate others. Skill with adults who have developmental disabilities.

Other Qualifications:

Working knowledge of developmental disabilities. Previous experience in program management /development. Previous supervisory experience. Working knowledge of employment law. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.