Director of Human Resources

The Minute Man Arc for Human Services Inc•Concord, MA

1d•$110,000 - $120,000•Hybrid

About The Position

Minute Man Arc for Human Services, a nonprofit dedicated to improving the lives of children and adults with intellectual and developmental disabilities (IDD), is seeking a Director of Human Resources. This pivotal role will be central to strengthening the agency's people infrastructure and supporting its next chapter. Reporting to the CEO and serving on the Senior Leadership Team, the Director will be both a senior HR leader and an active practitioner. The role involves setting direction for the HR function, acting as a strategic business partner, and managing day-to-day HR operations for approximately 220+ employees. The ideal candidate is a hands-on HR leader with expertise in strategy and execution, capable of advising leaders, solving employee matters, improving systems, and ensuring HR fundamentals are consistently applied. A key early priority will be optimizing and implementing the HRIS. The HR Manager and Payroll Coordinator report to this position.

Requirements

Bachelor's degree or equivalent years of experience.
Minimum of 7 years of progressive human resources experience, including significant HR leadership and people management responsibility.
Experience leading change and influencing adoption across leaders, managers, and employees.
Exceptional relationship-building, coaching, verbal, and written communication skills.
Experience having established infrastructure, policy and process which aids in credibility at all levels of the organization.
Demonstrated experience strengthening or building basic HR infrastructure such as policy, processes, workflows, and governance while ensuring compliance.
Demonstrated experience implementing, optimizing, or administering an HRIS and using HR technology and data to improve processes and decision-making.
Strong knowledge of Massachusetts and federal employment law and practical experience applying requirements in a complex employment environment.
Experience managing complex worker's compensation matters.
Demonstrated expertise across employee relations, talent acquisition, performance management, compensation, benefits, leave administration, compliance, and employee lifecycle practices.
High emotional intelligence, integrity, discretion, sound judgment, and the ability to navigate sensitive and confidential matters.
Strong analytical, problem-solving, project management, and organizational skills; able to manage competing priorities and follow through on complex work.
Data-informed and technology-oriented approach, with proficiency in HRIS platforms and Microsoft Office and/or Google Workspace.
Commitment to equitable, inclusive, consistent, and culturally responsive people practices.

Nice To Haves

HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
Experience in nonprofit human services, intellectual and developmental disabilities, behavioral health, healthcare, or another regulated, multi-site service environment strongly preferred.

Responsibilities

Serve as a Senior HR business and thought partner to the CEO, Senior Leadership Team, directors, and managers, connecting people practices to agency goals, program needs, and operational priorities while providing practical, hands-on HR leadership when needed.
Build trust and credibility across all levels of the agency through visible, responsive, practical, and consistent HR partnership.
Take ownership of the HR function from strategy through execution, ensuring HR priorities translate into practical, sustainable processes and effective day-to-day practices that support Minute Man Arc's mission, values, workforce needs, and long-term organizational goals.
Advise leaders on workforce planning, organizational design, talent management, employee relations, retention, performance, and culture.
Build trusted partnerships with directors and managers by understanding their programs, workforce needs, operational challenges, and goals; coach and advise leaders to strengthen people leadership, decision-making, accountability, and consistent application of agency practices.
Establish and monitor meaningful HR metrics and dashboards, including turnover, vacancies, time-to-fill, employee relations trends, leave activity, onboarding/offboarding, and other workforce indicators.
Manage the HR budget and recommend investments in systems, programs, vendors, and resources that improve the employee experience and HR effectiveness.
Lead the implementation, optimization, governance, and ongoing administration of the agency HRIS, ensuring accurate data, effective workflows, appropriate access, and strong user adoption.
Assess, build, document, and continuously improve core HR processes, policies, workflows, tools, standard operating practices, and governance to create greater consistency, efficiency, accountability, clarity, and sustainability across the organization.
Use technology, automation, data, and continuous improvement practices to reduce manual work, improve service, strengthen compliance, and create a more consistent manager and employee experience.
Ensure HR records, employee profiles, acknowledgments, time and attendance information, benefits data, and other system information are accurate, secure, and maintained appropriately.
Develop clear HR governance and escalation practices so decisions are made at the appropriate level, guidance is consistent, and accountability is understood.
Lead the people side of organizational and HR-related change by assessing impact, engaging stakeholders, communicating the why, developing communication and training plans, supporting adoption, and reinforcing new practices after implementation.
Partner with leadership to identify organizational or workforce challenges and translate them into practical action plans, timelines, and measures of success.
Promote a culture of accountability, transparency, safety, collaboration, and continuous improvement.
Lead employee engagement and retention initiatives that strengthen connection to mission, communication, development, and the overall employee experience.
Serve as the primary resource for complex employee relations matters, ensuring fair, consistent, timely, and legally compliant handling of performance concerns, disciplinary actions, grievances, investigations, and workplace issues.
Provide managers and directors with coaching, tools, and documentation support for performance management, corrective action, feedback, and employee development.
Partner with legal counsel and other external resources on complex employee relations, investigations, and regulatory matters as appropriate.
Oversee and strengthen the performance management process, including goal setting, check-ins, evaluations, development planning, and related compensation actions.
Lead proactive and structured recruitment strategies across programs, with particular attention to direct support professionals, drivers, and other hard-to-fill roles.
Partner with program leaders to forecast staffing needs, strengthen candidate pipelines, improve time-to-fill, and support workforce planning.
Oversee full-cycle recruiting practices, including employer branding, sourcing, selection processes, background checks, offers, and hiring manager partnership.
Design and oversee a consistent onboarding experience that prepares new employees for success and reinforces Minute Man Arc's mission, expectations, culture, and required practices.
Develop retention strategies informed by workforce data, employee feedback, exit information, and operational needs.
Develop and communicate career pathways and professional growth opportunities that support internal mobility and long-term retention.
Oversee compensation and benefits programs, supporting competitive, equitable, compliant, and sustainable practices.
Conduct or coordinate periodic compensation benchmarking and recommend changes based on market information, internal equity, and organizational needs.
Oversee benefits administration and annual open enrollment, including plan changes, employee communication, system configuration, and vendor partnership.
Oversee employee leave administration and ensure coordination with employees, managers, state programs, legal counsel, consultants, and benefit providers as needed.
Provide oversight of payroll administration and related HR/payroll processes to support accuracy, timeliness, appropriate controls, and clear accountability.
Design and oversee a strong learning and development infrastructure in collaboration with the Director of Quality and Training, including orientation, required training, manager development, and ongoing employee development.
Ensure required direct-care competencies, safety protocols, annual/refresher training, and regulatory training are completed and appropriately documented.
Partner with the Director of Quality on incident reporting, safety training, compliance-related education, and related workforce practices.
Ensure HR practices comply with applicable federal, state, and local employment laws and regulatory requirements, including PFML, FMLA, ADA, FLSA, OSHA, and applicable DDS/DPH requirements.
Develop, review, maintain, and communicate HR policies, the employee handbook, and related procedures, ensuring changes are thoughtfully implemented and understood.
Maintain accurate, confidential, and compliant personnel records and HR documentation.
Oversee workers' compensation, unemployment, leave administration, employment-related audits, and other HR compliance processes.
Partner with DDS, DPH, and other regulatory bodies as needed on workforce and staffing-related compliance matters.
Maintain current knowledge of employment law, HR best practices, regulatory changes, and emerging technology that may affect the agency or enhance the HR function.
Lead, coach, and develop the HR Manager and Payroll Coordinator, establishing clear roles, responsibilities, workflows, service expectations, priorities, and accountability while remaining willing and able to step into the work when needed.
Build a collaborative, high-performing HR team that provides consistent guidance, follows through on commitments, and balances strong day-to-day execution with strategic partnership and organizational priorities.
Assess team capacity, workflows, and capabilities and recommend changes or development needed to support a strong, sustainable HR function.
Model Minute Man Arc's values, professionalism, discretion, sound judgment, and commitment to service in all interactions.