Director of Human Resources

Three Oaks Hospice•Dallas, TX

13d•Onsite

About The Position

The Human Resources Director serves as a strategic partner to leadership and management teams, providing guidance and support in all areas of employee relations, performance management, organizational development, and workforce planning. This role works closely with leaders to align human resources initiatives with organizational goals, foster a positive workplace culture, and ensure fair and consistent application of company policies and employment practices.

Requirements

Bachelor's degree in Human Resources Management, Business Administration, or equivalent combination of education and experience.
7-8 years’ progressive experience in Human Resources, preferably with multi-site and multi-state organizations
5 years’ experience in a leadership role
Proven ability and experience resolving employee relation issues
Working knowledge of multiple human resource disciplines, including basic compensation practices, employee relations, diversity, recruiting, and performance management
Working knowledge of COBRA, FMLA, FLSA, and related state and federal regulations required
Experience using HRIS systems; Paycom or ADP preferred
Ability to travel up to 30%
Ability to maintain confidentiality of sensitive employee and company information
Strong written and verbal communication skills, including active listening
Ability to build strong relationships with internal and external contacts
Strong customer service orientation
Ability to manage multiple tasks and projects in a fast-paced, dynamic environment
Proficiency with Microsoft Office products and web proficiency

Nice To Haves

HRCI or SHRM Certification, preferred
Experience being a business partner to operations groups, preferred

Responsibilities

Provide support and guidance to managers to proactively address performance issues, help develop performance improvement plans, proactively follow up on progress, and offer advice on next steps.
Build and maintain strong working relationships with leaders and employees across the organization by serving as an effective listener, critical thinker, and problem solver for employee-related issues.
Create HR-related training materials and provide in-person training to groups at locations.
Serve as a partner to leadership, aligning them to develop strong working relationships at all levels of the organization. Advise, counsel, or mentor leadership to ensure consistent and fair resolution of employee conflict, issues, or concerns.
Promote and reinforce company culture through leadership programs and initiatives such as emotional intelligence development, critical influence, and effective communication practices that support positive employee engagement and conflict resolution.
Support the employee lifecycle by assisting with the development and implementation of programs related to onboarding, performance management, leadership development, mentorship, diversity and inclusion initiatives, professional development, and employee engagement.
Conduct or support internal investigations related to employee relations matters including legal or ethics line complaints, and other workplace concerns while ensuring adherence to company policies and applicable employment laws.
Translate organizational strategic business objectives into supporting HR strategy and accompanying action plans for execution. Attend all meetings regarding labor and metrics of our locations to better support business strategy, guidance, and influencing decisions.
Facilitate and support performance management, merit planning, or compensation review.
Analyze workforce data including retention, turnover, and employee performance trends to identify root causes and recommend improvements that enhance workforce stability and engagement.
Work with education and leadership for effective offboarding processes. You may conduct exit interviews when appropriate to identify trends and provide feedback to leadership for continuous improvement.
Provide guidance to managers and employees regarding FMLA, ADA, or personal leave of absence (LOA) programs, including compliance with applicable policies and regulations.
Maintain a working knowledge of general payroll processes, FLSA, timekeeping practices, and wage and hour requirements to support accurate pay practices. Partner with payroll and benefits to resolve any employee issues.