Director of Human Resources

Chapel Haven Schleifer Center•New Haven, CT

7d•Onsite

About The Position

Chapel Haven Schleifer Center (CHSC) is a nationally recognized nonprofit organization dedicated to empowering adults with autism spectrum disorder and other cognitive and social disabilities to live independently and achieve self-directed lives. We are seeking an experienced and collaborative Director of Human Resources to lead the organization's human resources function and serve as a strategic partner to senior leadership. This position plays a key role in developing people strategies, supporting managers and employees, strengthening employee engagement and retention, and ensuring compliance with applicable employment laws and regulations. Our work is grounded in Dynamic Diversity, Caring Collaboration, Individual Integrity, and Community Connection.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
5–7 years of progressive human resources experience, including at least 3 years in a leadership or management capacity.
Strong knowledge of employment law and HR best practices.
Demonstrated experience in employee relations and resolution of complex HR issues.
Strong communication, interpersonal, organizational, and problem-solving skills.
Proficiency with HRIS systems and Microsoft Office.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience in nonprofit, healthcare, human services, or disability services settings.
Familiarity with Direct Support Professional (DSP) workforce environments.

Responsibilities

Partner with senior leadership to develop and implement HR strategies aligned with organizational goals and CHSC's mission.
Advise leadership on workforce planning, organizational structure, employee engagement, and change management.
Promote organizational culture, values, diversity, equity, and inclusion.
Provide strategic HR guidance and consultation to managers throughout the organization.
Identify opportunities to improve HR practices, processes, and organizational effectiveness.
Provide oversight of recruiting, selection, hiring, and onboarding processes.
Develop strategies to attract, engage, and retain qualified, mission-driven employees.
Support employee recognition, career development, and retention initiatives.
Partner with leadership to address workforce needs and support effective staffing strategies.
Serve as a primary resource for employee relations and performance management matters.
Provide guidance and support to managers regarding employee performance, conduct, attendance, and workplace concerns.
Ensure compliance with applicable federal and state employment laws and regulations, including FMLA, ADA, FLSA, OSHA, and EEOC requirements.
Maintain and update the employee handbook, job descriptions, HR policies, and procedures.
Assist with the resolution of complex employee relations issues and workplace concerns.
Oversee compensation structures and benefits administration.
Conduct compensation benchmarking and analysis to support market competitiveness, internal equity, and effective pay practices.
Manage open enrollment activities and relationships with benefits vendors and providers.
Partner with HR and Finance staff on compensation and payroll-related processes.
Identify organizational training needs and develop programs that support compliance, professional development, and employee effectiveness.
Oversee required training initiatives, including CPR/First Aid, mandated reporting, DEI, leadership development, and other applicable training.
Support managers with employee coaching, performance development, and professional growth.
Promote opportunities for employee development and career advancement.
Provide oversight of HRIS systems and ensure accurate and timely employee data.
Provide strategic oversight of payroll operations, including wage and hour compliance, payroll audits, process improvements, and coordination with HR and Finance staff.
Develop and monitor HR metrics and reports to support leadership decision-making.
Oversee workers' compensation, unemployment, and related HR functions.
Identify opportunities to improve HR processes, systems, and operational efficiency.