Director of Human Resources - Full Time

Cascadia Senior Living

3d•$120,000 - $135,000•Hybrid

About The Position

The Human Resources Director helps create joyful & vibrant communities by implementing effective, engaging HR policy and processes that support & grow people, and by fostering a positive culture that nurtures retention, mitigates risk, provides relevant training, and promotes diversity, equity, and inclusion within CSL. The HR Director plays a pivotal role in shaping our workforce and culture.

Requirements

Bachelor's degree in human resources, business administration, or related field.
10+ years of experience in HR-related field in a senior living environment.
Proven experience as an HR Director.
In-depth knowledge of performance management, employee relations, and DEI practices.
Excellent communication, leadership, and interpersonal skills.
Strong understanding of HR-related legislation, including time and labor legislation.
Ability to travel frequently, spending time in communities and assisting teams on the ground
High level of professionalism and commitment to our mission & values.
Excellent organizational, coaching, and leadership skills, including the ability to lead and support diverse teams.
Excellent people management skills, including the ability to foster collaboration and inclusion, provide individualized support to employees and foster a team culture of engagement and accountability.
Effective, clear, and culturally aware communication verbally and in writing; ability to draft concise and factually accurate reports and documents, influence leadership in decision-making, and community HR info clearly to the workforce.

Nice To Haves

Master’s degree preferred.
Certification in human resources (e.g., SHRM-CP, SHRM-SCP) preferred.

Responsibilities

Develop and implement systems that align with CSL’s values and overall business goals.
Collaborate with and support the home office team (ops & back office) and the community teams.
Stay current with HR industry trends, regulations, and best practices.
Develop strategies to identify and mitigate risk.
Ensure all policies, documents, and practices comply with federal, state & local laws and are updated when there are changes in law or industry practices. This includes the employee handbook, job descriptions, offer letters, and other HR-related documents. Collaborate with senior management and legal counsel to ensure policies are up-to-date, effective, accessible, and understandable for all employees. Approval needs to come from legal counsel prior to finalizing.
Implement policy training across the organization to ensure understanding and adherence.
Work with the payroll/HRIS team to maintain an annual HR audit calendar and ensure audits are completed at both a home office and community level. Audits should include policies, core documents, and regulatory requirements.
Manage an effective employee communication strategy in coordination with the home office team.
Check & respond to employee hotline in a timely manner.
Work closely with payroll team on compensation and HRIS management.
Collaborate with payroll and accounting teams to train and support Business Office Managers
Work with Payroll & HRIS team to maintain document architecture & management.
Create and champion an effective performance management process & training program.
Train managers on performance evaluation techniques & other related skills.
Monitor/analyze performance metrics to identify areas for improvement and ensure participation.
Serve as the unbiased point of contact for escalated employee concerns and conflict resolution.
Notify and work with legal counsel on significant employee relations issues.
Utilize effective conflict resolution skills and the ability to navigate sensitive, emotional, or difficult situations with empathy.
Individualize employee relations strategies to meet the varying needs of individuals and teams – this could include mediation, training and/or a thorough investigation.
Provide guidance on complex employee relations issues and complaints to ensure timely, thorough, culturally aware approaches are taken in the assessment, recommendation, resolution, and follow up; work closely with legal and ops teams to reach resolution.
Train managers on performance management process, approach, and policies.
Create training programs or coordinate with partners on training that addresses critical topics such as harassment, safety in the workplace, social media usage, etc. Develop or role out existing support tools and resources designed to promote a healthy work environment.
Develop policies and procedures that support consistent employment decisions and analyze HR data regularly to assess for equitable outcomes. Promptly adjust HR and management practices to resolve identified inequities or inconsistencies.
Develop and follow up on termination process to ensure community compliance.
Collaborate with the operations team on the onboarding process for new hires - ensuring a smooth and welcoming transition – that aligns with regulations while also addressing engagement & retention.
Collaborate with department heads to create role-specific training programs.
Continuously review & improve onboarding procedures based on feedback and best practices.
Oversee recruitment, selection & retention strategies to ensure the organization attracts & retains top talent
Implement comprehensive talent development programs to address employee skills development, succession planning & leadership development
Assist communities in dynamic outreach recruitment strategies
Administer the annual employee survey and work with communities on action plans.
Provide additional ways for employees to provide meaningful feedback.
Lead organizational employee recognition programs such as employee of the month, fun committee, kudos boards, etc.
Help promote the CAF program in the communities.
Assist with organizational change initiatives.
Promote diversity, equity, and inclusion within the workplace.
Develop policies and programs that enhance organizational culture and ensure equal opportunities for all employees.
Lead initiatives to promote a diverse and inclusive workplace.
Build inclusion and equity into organizational culture, employee engagement, and employee relations.
Provide training and awareness programs on DEI topics.

Benefits

Competitive Compensation Program
Medical, Dental and Vision plans
Savings and Spending accounts to set money aside tax-free for health care and dependent care expenses.
HSA account includes employer contribution
Sick time accrues at 2.17 hours every pay period (24/year), available for use after 90-days
Paid time off accrues at 2.85 hours every pay period (24/year), available for use after 90-days
Floating Holiday: 3.47 hours accrues every pay period (24/year), up to 56 hours annually
Seven paid holidays: New Year's Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day and Christmas
Up to 3 days Bereavement Leave
Employer Paid Life Insurance
Traditional and Roth 401(k) with annual employer discretionary contribution after 12 months and 1000 hours worked, semi-annual enrollment
Cascadia Assistance Fund to provide financial help with hardships or continuing education
Employee Assistance Program