Director of Human Resources

The Minute Man Arc for Human Services•Concord, MA

8d•Hybrid

About The Position

Minute Man Arc for Human Services is a mission-driven nonprofit serving more than 1,000 children and adults with intellectual and developmental disabilities. The Director of Human Resources will strengthen the agency’s people infrastructure and support its organizational priorities. Reporting directly to the CEO and serving on the Senior Leadership Team, this role sets direction for the HR function, partners strategically with agency leadership, and remains actively involved in day-to-day HR work. The Director supports approximately 220+ employees across a complex, multi-program human services organization. The HR Generalist and Payroll Coordinator report to this position. The Director leads the implementation and optimization of the HRIS and the development of clear, consistent HR processes, policies, workflows, and governance. The role partners with leaders on workforce planning, organizational effectiveness, employee relations, recruitment and retention, performance management, compensation, benefits, payroll, leave administration, learning and development, and compliance. It also leads change management, workforce metrics and reporting, HR budget oversight, and the development and accountability of the HR team. The position is full-time and exempt, primarily Monday through Friday, with occasional early morning, evening, or weekend availability based on agency needs. It operates in a professional office and human services environment and may require presence at agency sites and local travel. There may be an opportunity to work remotely one day per week following transition and CEO approval. Salary is $110,000–$120,000, based on experience, education, and qualifications.

Requirements

Bachelor’s degree or equivalent years of experience.
At least 7 years of progressive human resources experience, including significant HR leadership and people-management responsibility.
Experience leading change and influencing adoption among leaders, managers, and employees.
Exceptional relationship-building, coaching, verbal, and written communication skills.
Experience establishing infrastructure, policies, and processes that support credibility across an organization.
Demonstrated experience building or strengthening HR infrastructure, including policies, 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 workers’ compensation matters.
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 ability to handle sensitive and confidential matters.
Strong analytical, problem-solving, project management, and organizational skills, including the ability 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.
Access to reliable transportation for local travel.

Nice To Haves

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

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 and operational priorities.
Lead the HR function from strategy through execution and build trust through visible, responsive, practical, and consistent support.
Advise leaders on workforce planning, organizational design, talent management, employee relations, retention, performance, and culture; coach managers on people leadership and consistent application of agency practices.
Establish and monitor workforce metrics and dashboards, including turnover, vacancies, time-to-fill, employee relations trends, leave activity, and onboarding and offboarding indicators.
Manage the HR budget and recommend investments in systems, programs, vendors, and resources.
Lead HRIS implementation, optimization, governance, administration, data accuracy, effective workflows, appropriate access, and user adoption.
Assess, build, document, and improve HR processes, policies, workflows, tools, standard operating practices, and governance; use technology, automation, data, and continuous improvement to improve service and consistency.
Maintain accurate, secure HR records and system information, including employee profiles, acknowledgments, time and attendance information, and benefits data.
Establish HR governance and escalation practices that clarify decision-making, guidance, and accountability.
Lead people-related change by assessing impacts, engaging stakeholders, communicating rationale, developing communication and training plans, supporting adoption, and reinforcing new practices.
Partner with leadership to turn organizational and workforce challenges into action plans, timelines, and measures of success; promote accountability, transparency, safety, collaboration, and continuous improvement.
Lead employee engagement and retention initiatives and strengthen the employee experience.
Serve as the primary resource for complex employee relations matters, including performance concerns, discipline, grievances, investigations, and workplace issues; ensure fair, consistent, timely, and legally compliant handling.
Coach managers and directors on performance management, corrective action, feedback, documentation, and employee development; partner with legal counsel and external resources on complex matters as appropriate.
Oversee and strengthen performance management, including goal setting, check-ins, evaluations, development planning, and related compensation actions.
Lead structured recruitment strategies, especially for direct support professionals, drivers, and other hard-to-fill roles; partner with program leaders on staffing forecasts, candidate pipelines, time-to-fill, and workforce planning.
Oversee full-cycle recruiting, including employer branding, sourcing, selection, background checks, offers, and hiring manager partnership.
Design and oversee consistent onboarding; develop retention strategies informed by workforce data, employee feedback, exit information, and operational needs; communicate career pathways and growth opportunities.
Oversee compensation and benefits programs, periodic compensation benchmarking, benefits administration and open enrollment, and employee leave administration.
Provide oversight of payroll administration and related HR/payroll processes to support accuracy, timeliness, controls, and accountability.
Design and oversee learning and development infrastructure with the Director of Quality and Training, including orientation, required training, manager development, and employee development.
Ensure direct-care competencies, safety protocols, annual and refresher training, and regulatory training are completed and documented; partner with the Director of Quality on incident reporting, safety training, and compliance education.
Ensure compliance with applicable employment laws and regulatory requirements; develop, review, maintain, and communicate HR policies, the employee handbook, and procedures.
Maintain confidential and compliant personnel records; 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 compliance matters; maintain current knowledge of employment law, HR practices, regulatory changes, and relevant technology.
Lead, coach, and develop the HR Generalist and Payroll Coordinator, setting clear roles, workflows, service expectations, priorities, and accountability while remaining able to step into the work.
Build a collaborative, high-performing HR team, assess team capacity and capabilities, and model professionalism, discretion, sound judgment, and service.