Director of Human Resources

General Purpose

The Director of Human Resources provides strategic and operational leadership for the Human Resources function of Babcock Center. This position serves as a key advisor to organizational leadership and is responsible for ensuring that Human Resources practices support Babcock Center's mission, values, workforce needs, and organizational objectives.

The Director leads a comprehensive Human Resources function including employee relations, workplace investigations, talent acquisition and retention, compensation, benefits, leave administration, performance management, workers' compensation, occupational health and safety, HRIS administration, onboarding and orientation, policy development, compliance, employee engagement, workforce analytics, and professional development.

The Director is expected to be both strategic and hands-on, capable of addressing complex employee matters while developing systems, practices, and talent strategies that strengthen the organization. The position leads and develops the Human Resources team and partners closely with leadership and management throughout the organization.

The Director demonstrates and reinforces Babcock Center's ICARE values of Integrity, Compassion, Accountability, Respect, and Excellence in HR practices, employee interactions, leadership decisions, and organizational culture.

Human Resources Leadership & Strategy

• Plan, lead, direct, develop, and continuously improve the Human Resources function.
• Translate organizational priorities into effective workforce and Human Resources strategies.
• Serve as a trusted advisor to senior leadership and management on workforce planning, organizational effectiveness, employee relations, talent management, compliance, and Human Resources best practices.
• Identify emerging workforce risks, trends, and opportunities and recommend appropriate organizational responses.
• Develop and administer the Human Resources department budget and manage resources responsibly.
• Lead, coach, evaluate, and develop approximately the Human Resources team members while promoting accountability, cross-training, collaboration, and excellent internal customer service.

Employee Relations, Investigations & Risk Management

• Provide guidance to managers and employees regarding employee relations, performance concerns, disciplinary matters, workplace expectations, and application of organizational policies.
• Lead and oversee timely, objective, thorough, and appropriately documented workplace investigations.
• Provide oversight and guidance regarding corrective actions, grievances, complaints, terminations, and other complex employee matters.
• Coordinate employment-related legal matters with organizational leadership, insurance representatives, and legal counsel as appropriate.
• Assist with responses to employment-related claims, administrative charges, unemployment matters, audits, and regulatory inquiries.
• Identify employment-related risks and recommend appropriate preventative and corrective actions.
• Maintain the highest standards of confidentiality, professionalism, objectivity, and sound judgment.

Talent Acquisition, Workforce Planning & Retention

• Partner with leadership to identify current and anticipated staffing needs and workforce priorities.
• Work with leadership, the Recruiter, and the HR team to develop and execute effective talent acquisition strategies designed to attract qualified candidates in a competitive labor market.
• Oversee recruiting processes, candidate experience, hiring practices, pre-employment requirements, onboarding, and new employee orientation.
• Evaluate recruiting effectiveness through metrics such as vacancies, time-to-fill, applicant flow, turnover, retention, and other workforce indicators.
• Develop and recommend strategies to improve employee retention, engagement, and the overall employee experience.
• Support succession planning, internal career development, and leadership pipeline initiatives.

Compensation, Performance & Talent Management

• Support the development and administration of fair, competitive, and sustainable compensation practices.
• Conduct and/or coordinate market compensation reviews and provide recommendations regarding internal equity, external competitiveness, job classifications, and compensation structures.
• Review positions for appropriate FLSA classification and assist with maintaining accurate and current job descriptions.
• Lead and continuously improve organizational performance management processes.
• Partner with leadership to identify high-potential employees, developmental needs, succession opportunities, and organizational talent risks.
• Support recognition, employee engagement, and morale initiatives aligned with organizational values.

Benefits, Leave & Workers' Compensation

• Provide leadership and oversight for employee benefit programs and benefit administration.
• Oversee the HR team in the administration of employee leaves, including FMLA and other applicable federal, state, organizational, and legally protected leave programs.
• Oversee the HR team in the appropriate coordination of the ADA interactive process and reasonable accommodation requests.
• Oversee the HR team in workers' compensation administration, injury management, return-to-work coordination, and related reporting.
• Partner with appropriate internal and external resources regarding insurance, occupational health, employee safety, and risk-management matters.
• Evaluate utilization, trends, employee needs, service levels, and cost considerations associated with employee benefit and leave programs.

Compliance, Policy & Employment Practices

• Maintain current knowledge of federal, state, and local employment laws, regulations, regulatory guidance, and Human Resources best practices.
• Ensure organizational HR practices are administered consistently and in compliance with applicable requirements, including EEO, ADA, FMLA, FLSA, wage and hour requirements, workplace safety requirements, and other applicable employment regulations.
• Lead and coordinate the development, review, revision, communication, and implementation of Human Resources policies and procedures.
• Ensure appropriate maintenance, confidentiality, retention, and security of employee and Human Resources records.
• Monitor legislative and regulatory developments and advise leadership regarding potential organizational impact and recommended action.

HRIS, Data & Workforce Analytics

• Provide leadership and oversight for Human Resources information systems and related HR technology.
• Oversee the HR team to ensure data accuracy, appropriate system access, effective workflows, and consistent use of HR systems.
• Partner with internal stakeholders and vendors to identify opportunities to improve HR processes through technology and automation.
• Develop, monitor, and report meaningful Human Resources metrics, including turnover, retention, vacancies, recruiting effectiveness, leave activity, workers' compensation, employee relations trends, and other relevant workforce measures.
• Analyze workforce data, identify trends and organizational risks, and translate findings into practical recommendations for leadership.

Training, Development & Organizational Culture

• Oversee Human Resources-related onboarding, orientation, management training, and employee education.
• Identify training and professional development needs in partnership with organizational leadership.
• Develop and facilitate training as needed for supervisors and leaders related to employee relations, performance management, employment practices, policy administration, and other Human Resources topics.
• Promote a culture of accountability, professionalism, communication, employee engagement, and continuous improvement.
• Coach managers in effectively leading employees and addressing workforce concerns proactively.
• Support organizational initiatives designed to strengthen leadership capability, culture, retention, and employee experience.

Perform other related duties and responsibilities as assigned.