Director of Human Resources (35740)

About St. John’s Community Services

As one of the oldest non-profit organizations founded in the District of Columbia, St. John’s Community Services (SJCS) is committed to supporting and advocating for people of all abilities. SJCS works to cultivate caring communities to ensure that all people have the opportunity to thrive, and no one is left behind. We support individuals living with intellectual and developmental disabilities as well as adults and children experiencing hunger and homelessness in 4 states and the District of Columbia.

At SJCS, we pride ourselves in meeting every person we support where they are, learning who they are, and affirming their individuality, unique strengths, and hopes. It’s why we exist. Advancing inclusive communities where every person, regardless of circumstances, has the right and opportunity to live their best life is our mission, and our mission is what drives us and is at the heart of our services and programs.

Mission: Advancing inclusive communities where every person, regardless of circumstances, has the right and opportunity to live their best life.

Position Summary

The Director of Human Resources serves as the organization’s senior human resources leader responsible for developing and executing an integrated people strategy that supports St. John’s Community Services’ mission, operational priorities, and workforce needs.

This position provides strategic leadership across employee relations, talent acquisition, compensation and benefits, organizational development, compliance, workforce planning, performance management, and HR operations. The Director partners with executive leadership and operational leaders to build a scalable, compliant, and employee-centered HR function across a multi-state, multi-site organization.

Key Leadership Accountabilities (Essential Functions)

Strategic HR Leadership

• Serve as a strategic advisor to the CEO, COO, and Leadership Team regarding workforce strategy, organizational effectiveness, culture, and employee engagement.

• Develop and execute annual HR priorities aligned with organizational goals.

• Use workforce data and HR metrics to identify trends, mitigate risk, and inform leadership decisions.

• Build a scalable HR infrastructure that supports consistent practices across all locations.

Employment Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws across all operating jurisdictions.

• Maintain governance processes related to wage and hour compliance, leave administration, fair employment practices, pay equity, I-9 compliance, and background screening requirements.

• Advise leaders on emerging employment risks and mitigation strategies.

Employee Relations & Workplace Practices

• Provide guidance on complex employee relations matters, investigations, corrective action, performance concerns, and workplace conflicts.

• Establish consistent processes for complaint intake, investigations, escalation, documentation, and resolution.

• Clarify managers’ and HR’s accountability for employee relations decisions.

Talent Acquisition & Workforce Planning

• Develop recruitment strategies to attract and retain qualified employees.

• Partner with leaders to identify workforce needs and succession opportunities.

• Ensure consistent and legally compliant hiring practices.

Compensation, Benefits & Total Rewards

• Oversee competitive compensation and benefits programs that support recruitment, retention, equity, and sustainability.

• Evaluate market trends and recommend program improvements.

Performance Management & Organizational Development

• Own the organization’s performance management philosophy and practices.

• Establish accountability frameworks that distinguish among coaching, performance improvement, corrective action, and separation.

• Develop manager capability through training, tools, and consultation.

HR Operations & Systems Management

• Oversee HR systems, records management, and operational effectiveness.

• Ensure Paycom functions as the system of record through data integrity standards, documentation requirements, and audit practices.

• Use HR metrics to evaluate effectiveness and continuous improvement.

Leadership Expectations

• Demonstrate sound judgment, discretion, and executive presence.

• Build trusted partnerships with leaders at all levels.

• Balance employee advocacy with organizational accountability.

• Translate employment law and HR practices into practical business solutions.

• Create scalable processes that support organizational growth.