Division HR Director

Odyssey Behavioral Healthcare believes that each person deserves the opportunity to embark on a new journey to reach their optimal level of health. Odyssey’s network of behavioral healthcare services provides support to individuals throughout their journey by combining compassionate, evidence-based treatment with concierge-quality amenities.

What we offer

• Collaborative environment dedicated to clinical excellence
• Multiple Career Development Pathways
• Company Supported Continuing Education & Certification
• Multiple Health Plan Design Options Available
• Flexible Dental & Vision Plan Options
• 100% Company Paid EAP Emotional Well-Being Support
• 100% Company Paid Critical Illness (with health enrollment plan)
• 100% Company Paid Life & ADD
• 401K with Company Match
• Company-Sponsored HSA, FSA, & DSA Tax Savings Accounts
• Generous Team Member Referral Program
• Parental Leave

Position Summary

The Division HR Director serves as the senior strategic HR partner to the Division CEO, functioning as a trusted advisor on the full spectrum of people-related matters affecting the division's performance and culture. This role bridges enterprise HR strategy with local execution, providing hands-on counsel on employee relations while ensuring the operational HR functions that support the division, including recruiting, onboarding, offboarding, and compliance, run effectively and consistently. A central focus of this role is driving employee engagement and retention through close partnership with the Division CEO, HR Business Partners, and local operational leaders, positioning the division as an employer of choice within Odyssey's care networks.

Relationships and Contacts

Within the organization: Initiates and maintains frequent and close working relationships with the Division CEO, facility and site leadership, HR Business Partners, corporate HR (Talent Acquisition, HR Shared Services, Compliance), and Odyssey leadership.

Outside the organization: Initiates and maintains frequent and close working relationships with colleges/universities, executive coaching providers, and human resource vendors.

Supervisory Responsibilities

Directly manages HR Business Partners within the division. Sets priorities and performance expectations, coaches and develops HRBP capability in employee relations and consultative HR support, and ensures HRBP coverage is aligned to site and department needs across the division.

Position Responsibilities

Essential Responsibilities

1. Serves as the primary HR advisor and thought partner to the Division CEO, providing counsel on organizational, workforce, and culture matters that affect division strategy and results.
2. Leads and/or provides expert guidance on complex employee relations matters, including investigations, performance management, disciplinary action, and conflict mediation.
3. Owns the division's employee engagement and retention strategy, translating enterprise engagement priorities into division-specific, measurable action plans.
   1. Partners with the Division CEO and local leaders to interpret engagement survey data, identify root causes of disengagement or turnover, and build targeted action plans.
4. Directly manages and develops the division's HR Business Partners, setting priorities and ensuring consistent, high-quality partnership with local leaders.
5. Partners with corporate HR functions to ensure recruiting, onboarding, and offboarding processes are executed effectively and consistently at the division level.
6. Monitors compliance with employment law, licensure/credentialing requirements, and internal policy within the division; escalates and helps resolve gaps.
7. Develops and tracks retention and engagement metrics (turnover, tenure, exit trends, survey results) and presents insights and recommendations to division leadership.
8. Champions recognition programs, career development pathways, and culture-building initiatives tailored to the division's workforce.
9. Coaches local leaders on people-management practices that drive engagement, including feedback, communication, and team development.
10. Evaluates work structure, job design, and workforce planning within the division and brings forward recommendations for continuous quality improvement.

Additional Responsibilities

1. Ensures all locations within the division maintain compliance with federal and state employment regulations.
2. Represents the division's HR needs and perspective in enterprise HR planning and initiative design.
3. Attends internal and community meetings, as requested.
4. Performs other related duties as assigned.