Division Director of HR Operations

ODYSSEY BEHAVIORAL GROUP•Locust Grove, VA

4d•Onsite

About The Position

Odyssey Behavioral Healthcare believes that each person deserves the opportunity to embark on a new journey to reach their optimal level of health. Odyssey’s network of behavioral healthcare services provides support to individuals throughout their journey by combining compassionate, evidence-based treatment with concierge-quality amenities. Position Summary: The Division HR Director serves as the senior strategic HR partner to the Division CEO, functioning as a trusted advisor on the full spectrum of people-related matters affecting the division's performance and culture. This role bridges enterprise HR strategy with local execution, providing hands-on counsel on employee relations while ensuring the operational HR functions that support the division, including recruiting, onboarding, offboarding, and compliance, run effectively and consistently. A central focus of this role is driving employee engagement and retention through close partnership with the Division CEO, HR Business Partners, and local operational leaders, positioning the division as an employer of choice within Odyssey's care networks.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field required
8+ years of progressive Human Resources experience, including demonstrated experience as a senior HR business partner or HR director, ideally within a healthcare or multi-site services environment.
Demonstrated experience managing and developing HR professionals (e.g., HR Business Partners, HR Generalists) required.
Must be able to travel in and out of state to all facilities within the division and network of services, as necessary.
Ability to move 25 pounds.
Position requires incumbent to have a valid driver's license, vehicle insurance and a clear driving record for the last three years.
Demonstrates a high level of accountability and integrity.
Demonstrates strong problem solving and analytical skills.
Demonstrates strong technical skills (HRIS, Microsoft Outlook, Excel, etc.).
Demonstrates a high level of follow through and attention to detail.
Excellent verbal and written communication.
Demonstrates the ability to consistently exercise sound judgment, discretion, and confidentiality.
Demonstrates organizational and time management skills.
Demonstrates the ability to collaborate with a variety of groups and create buy-in.
Demonstrates excellent interpersonal and relationship-building skills, including the ability to advise and counsel senior executives.
Demonstrates a commitment to Odyssey's Core Values and service standards.

Nice To Haves

Master's degree preferred.
PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.

Responsibilities

Serves as the primary HR advisor and thought partner to the Division CEO, providing counsel on organizational, workforce, and culture matters that affect division strategy and results.
Leads and/or provides expert guidance on complex employee relations matters, including investigations, performance management, disciplinary action, and conflict mediation.
Owns the division's employee engagement and retention strategy, translating enterprise engagement priorities into division-specific, measurable action plans.
Partners with the Division CEO and local leaders to interpret engagement survey data, identify root causes of disengagement or turnover, and build targeted action plans.
Directly manages and develops the division's HR Business Partners, setting priorities and ensuring consistent, high-quality partnership with local leaders.
Partners with corporate HR functions to ensure recruiting, onboarding, and offboarding processes are executed effectively and consistently at the division level.
Monitors compliance with employment law, licensure/credentialing requirements, and internal policy within the division; escalates and helps resolve gaps.
Develops and tracks retention and engagement metrics (turnover, tenure, exit trends, survey results) and presents insights and recommendations to division leadership.
Champions recognition programs, career development pathways, and culture-building initiatives tailored to the division's workforce.
Coaches local leaders on people-management practices that drive engagement, including feedback, communication, and team development.
Evaluates work structure, job design, and workforce planning within the division and brings forward recommendations for continuous quality improvement.
Ensures all locations within the division maintain compliance with federal and state employment regulations.
Represents the division's HR needs and perspective in enterprise HR planning and initiative design.
Attends internal and community meetings, as requested.
Performs other related duties as assigned.