Director of Human Resources

HR Director — Job Description

Position overview

Detail
Title	Director of Human Resources
Reports to	Chief Operating Officer (COO)
Direct reports	1 HR Generalist
FLSA status	Exempt, full-time
Location	Preferably based in Atlanta, GA. Candidates in Birmingham, AL, Nashville, TN, and surrounding metropolitan areas will also be considered.
Organization size	~130 employees primarily in Georgia, Tennessee and Alabama

About the role. Inspiritus is seeking an HR Director to lead our people function into its next stage. Historically, HR has focused mainly on day-to-day transactions and compliance. As we strengthen our operational foundation and shift our focus from program to impact delivery across a multi-state footprint, we need a leader who keeps those essentials running smoothly while becoming a trusted strategic partner to the executive management team. HR is a lean team of two, with payroll handled by an outside partner, so this leader will be hands-on at first while building the systems, processes, and trust that let HR shift toward strategy.

The HR Director will build the plans, policies, and practices that help us recruit, develop, and keep mission-driven staff. This person brings deep expertise in employee relations and multi-state employment law, and the planning discipline to turn people priorities into clear, measurable action.

Key responsibilities

Percentages are approximate. With a lean team, operational work will take a larger share at first and shift toward strategy as systems and processes mature.

Strategic HR leadership and planning (25%)

• Work closely with the COO and the executive management team on HR priorities and goals. Develop a multi-year people strategy and an annual HR work plan aligned with the strategic plan and budget, with clear priorities, timelines, and success measures.
• Lead workforce planning, succession planning for key roles, and leadership development programs that grow and develop leaders from within.
• Partner with Executive/Department Directors and program leadership across locations to tailor HR support to each program's needs while keeping practices consistent.
• Track and present HR metrics (time to fill, turnover, engagement, compensation equity) to guide decisions and make data-driven business cases for future HR investment.
• Prepare HR updates for the executive management team and/or the board of directors as requested.

Employee relations and trust (25%)

• Serve as the trusted, impartial resource for employees and managers on workplace concerns.
• Create a clear, documented process for raising, resolving, and escalating employee relations issues, and keep senior leadership informed of emerging concerns.
• Lead or oversee workplace investigations, including harassment, discrimination, and retaliation complaints, with sound documentation.
• Build confidence in HR through consistent, transparent communication and defined response times, such as an HR service-level agreement.
• Coach managers on performance management, real-time feedback, corrective action, and difficult conversations.
• Guide terminations, separations, and risk mitigation, partnering with Director of Risk and Compliance and legal counsel, where required.
• Sustain the organization's strong culture of excellence and employee support.

Compliance and multi-state employment law (15%)

• Ensure compliance with federal, state, and local employment laws in Georgia and every other state where staff work, including states with only a few employees.
• Lead a full review and update of HR policies and the employee handbook, moving from reactive to proactive policy management and implement an annual review process
• Monitor legislative changes, using compliance resources and tools, and communicate relevant updates to managers and staff.
• Manage registrations, postings, and onboarding requirements when staff are hired in new states.
• Oversee FLSA classification, I-9 compliance, and required reporting.
• Manage relationships with outside employment counsel and respond to agency charges or audits.

Team leadership and HR service delivery (10%)

• Supervise, coach, and develop the HR Generalist, delegating routine work and supporting their professional growth and certification.
• Establish standard operating procedures for core processes such as onboarding, offboarding, hiring requisitions, and benefits enrollment.
• Use a project management system so HR requests are tracked, visible, and resolved on time.
• Leverage technology, employee self-service, and outsourcing to extend the capacity of a small team.

Talent and HR operations (25%)

• Redesign talent acquisition to shorten time to fill, using workforce planning, employer branding, and partnerships with universities and community organizations.
• Build a formal, consistent onboarding program across all programs and locations.
• Optimize the HRIS (currently Paycom) to improve timekeeping, payroll accuracy, and self-service, and manage the outsourced payroll partnership.
• Conduct regular compensation analysis to keep pay competitive and equitable across regions and roles.
• Evaluate benefits options for cost and employee value.
• Design performance management and learning and development programs.
• Manage the HR department budget.