Director of Human Resources

INSPIRITUS INC•Atlanta, GA

8d•$100,000 - $135,000

About The Position

Inspiritus is seeking a Director of Human Resources to lead its people function as the organization strengthens its operational foundation and shifts from primarily transactional and compliance-focused HR toward strategic support. The position partners with the Chief Operating Officer and executive management team to develop and execute people strategies, while ensuring day-to-day HR operations and compliance continue to run smoothly. The HR team is lean, consisting of the director and one HR Generalist; payroll is handled by an outside partner. The director will initially be hands-on while building the systems, processes, and trust needed to develop HR’s strategic capacity. The director will develop plans, policies, and practices to recruit, develop, and retain mission-driven employees across a multi-state organization. The role includes strategic workforce and succession planning, employee relations and investigations, multi-state employment-law compliance, HR team leadership, talent acquisition, onboarding, HRIS optimization, compensation and benefits analysis, performance management, learning and development, and management of the HR department budget. The position preferably is based in Atlanta, Georgia; candidates in Birmingham, Alabama, Nashville, Tennessee, and surrounding metropolitan areas will also be considered. The organization has approximately 130 employees, primarily in Georgia, Tennessee, and Alabama. Work is primarily office-based or remote computer work, with occasional travel and some evening work potentially needed for urgent employee-relations matters or board meetings. The salary range is $100,000–$135,000 per year, based on experience and location.

Requirements

At least 8 years of progressive HR experience, including at least 3 years in an HR leadership role.
Demonstrated experience managing employee relations and conducting workplace investigations.
Working knowledge of Georgia employment law and multi-state compliance across the Southeast, including states with only a few employees.
Proven ability to build and execute HR plans, from goal setting through measurement.
Experience as an HR generalist across recruiting, compensation, benefits, performance, and compliance.
Experience supervising and developing HR staff and delivering results with a small HR team.
Bachelor's degree in human resources, business, or a related field, or equivalent experience.

Nice To Haves

Nonprofit sector experience, including grant-funded positions and lean budgets.
SHRM-SCP, SPHR, or equivalent certification.
Experience leading HR through a transition from transactional to strategic.
Experience with Paycom or a similar HRIS, including work with an outsourced payroll partner.
Experience presenting to boards or executive committees and supporting multi-program or multi-location organizations.

Responsibilities

Partner with the COO and executive management team on HR priorities and goals.
Develop a multi-year people strategy and annual HR work plan aligned with the strategic plan and budget, including priorities, timelines, and success measures.
Lead workforce planning, succession planning for key roles, and leadership development programs.
Partner with executive and department directors and program leadership across locations to tailor HR support while maintaining consistent practices.
Track and present HR metrics, including time to fill, turnover, engagement, and compensation equity, to support decisions and business cases for HR investment.
Prepare HR updates for the executive management team and/or board of directors as requested.
Serve as an impartial resource for employees and managers on workplace concerns.
Create documented processes for raising, resolving, and escalating employee-relations issues, and inform senior leadership of emerging concerns.
Lead or oversee workplace investigations, including harassment, discrimination, and retaliation complaints, and maintain sound documentation.
Build confidence in HR through consistent, transparent communication and defined response times.
Coach managers on performance management, real-time feedback, corrective action, and difficult conversations.
Guide terminations and separations and mitigate risk in partnership with the Director of Risk and Compliance and legal counsel where required.
Sustain the organization's culture of excellence and employee support.
Ensure compliance with federal, state, and local employment laws in Georgia and other states where staff work.
Review and update HR policies and the employee handbook, and implement an annual policy review process.
Monitor legislative changes and communicate relevant updates to managers and staff.
Manage registrations, postings, and onboarding requirements when employees 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.
Supervise, coach, and develop the HR Generalist; delegate routine work and support professional growth and certification.
Establish standard operating procedures for onboarding, offboarding, hiring requisitions, and benefits enrollment.
Use a project management system to track HR requests and ensure timely resolution.
Use technology, employee self-service, and outsourcing to extend the capacity of the HR team.
Redesign talent acquisition to shorten time to fill through workforce planning, employer branding, and partnerships with universities and community organizations.
Build a consistent onboarding program across programs and locations.
Optimize the Paycom HRIS to improve timekeeping, payroll accuracy, and self-service, and manage the outsourced payroll partnership.
Conduct regular compensation analysis to maintain competitive and equitable pay 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.