Director of Human Resources (35740)

ST JOHNS COMMUNITY SERVICES•Washington, DC

50d•$120,000 - $140,000•Onsite

About The Position

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.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required.
Minimum of 7 years of progressive human resources experience, including leadership responsibility.
Experience leading HR operations within a multi-site or multi-state organization preferred.

Nice To Haves

Master’s degree preferred.
PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.

Responsibilities

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.
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.
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.
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.
Oversee competitive compensation and benefits programs that support recruitment, retention, equity, and sustainability.
Evaluate market trends and recommend program improvements.
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.
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.
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.