Director of People and Culture

Brighter Stronger Foundation LLC•Abingdon, MD

2d•$80,000 - $110,000

About The Position

Brighter, Stronger Foundation (BSF) is seeking a full-time Director of People & Culture to lead the organization’s human resources strategy, operations, employee experience, and regulatory compliance. Based in Maryland, with a corporate office in Abingdon, this salaried, exempt role serves as a trusted advisor to executive leadership and helps strengthen organizational infrastructure, develop leaders, establish accountability, and ensure people practices support BSF’s mission and business objectives. The Director will partner with executive leadership on workforce planning, organizational structure, talent development, employee engagement, and change management; develop scalable HR systems and practices; lead and develop HR team members; and guide managers and employees through complex workplace matters. The role oversees the full employee lifecycle and HR operations, including recruitment, onboarding, development, performance management, retention, separation, HRIS administration, records, leave, accommodations, benefits coordination, and workers’ compensation. The position is also responsible for employment-law compliance and risk management, including relevant federal, state, and local requirements, Maryland employment rules, CARF standards, and COMAR requirements. The Director will conduct HR audits, address compliance gaps, maintain documentation, and develop and update policies and handbook materials. Additional priorities include improving recruitment and retention, workforce development, performance evaluation and leadership development, succession planning, employee engagement, and workforce analytics. The successful candidate will combine strategic thinking with hands-on execution, lead with empathy and accountability, build trust across the organization, and help establish a responsive, organized, compliant, and trusted People & Culture department. The proposed salary is $110,000 annually.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent combinations of relevant education and substantial experience may be considered.
At least 8 years of progressive human resources experience, including 3 or more years in an HR management or leadership capacity.
Demonstrated experience managing the full employee lifecycle and handling complex employee relations matters.
Strong working knowledge of federal and Maryland employment laws and HR compliance requirements.
Experience developing, implementing, and improving HR policies, programs, and operational processes.
Strong technology proficiency, including HRIS platforms, applicant tracking systems, reporting tools, and Microsoft Office or Google Workspace.
Exceptional organizational skills, discretion, and professionalism, with the ability to manage competing priorities.
Demonstrated ability to work independently, influence leaders, and follow initiatives through to completion.

Nice To Haves

HR leadership experience within behavioral health, healthcare, human services, nonprofit organizations, or other highly regulated environments.
Familiarity with CARF standards, COMAR regulations, and healthcare-related workforce compliance.
Experience with Paylocity or comparable HRIS platforms.
Demonstrated success supporting organizational growth, process improvements, or change management initiatives.

Responsibilities

Partner with executive leadership to develop and execute people strategies aligned with BSF’s mission, growth, and operational priorities.
Advise on workforce planning, organizational structure, talent development, employee engagement, and change management.
Build scalable HR practices, policies, and systems and translate business priorities into measurable people initiatives.
Lead, coach, and develop HR team members.
Foster a workplace culture rooted in respect, professionalism, accountability, inclusion, and continuous improvement.
Advise managers and employees on complex workplace matters; lead employee relations investigations, conflict resolution, corrective action, and performance management initiatives.
Equip supervisors to manage teams effectively and consistently.
Develop employee engagement, recognition, retention, and communication strategies.
Oversee the full employee lifecycle, including recruitment, onboarding, employee development, performance management, retention, and separation.
Oversee HR operations, documentation, personnel records, and HRIS administration; improve leave, accommodations, benefits coordination, and workers’ compensation processes.
Identify operational gaps and implement improvements that increase efficiency, accountability, and consistency.
Establish and monitor HR performance indicators, reporting, and workforce analytics.
Maintain compliance with applicable federal, state, and local employment laws and regulations, including FMLA, ADA, FLSA, EEO, and Maryland employment requirements.
Partner with organizational leaders on compliance with CARF accreditation standards, COMAR requirements, and other applicable behavioral health and human services regulations.
Conduct HR audits, identify compliance gaps, implement corrective measures, and maintain appropriate documentation.
Develop and update employee policies, procedures, and handbook materials.
Strengthen recruitment and retention strategies to attract and retain high-performing talent.
Partner with training and operational leaders to identify workforce development needs and support mandatory training compliance.
Design and improve performance evaluation, coaching, and leadership development processes.
Support succession planning, employee growth, and internal career advancement.
Promote clear expectations, measurable performance, and employee opportunities to succeed.