Human Relations Director

TULSA EDUCARE INC•Tulsa, OK

1d•Onsite

About The Position

The Human Relations Director supports a positive, respectful, and effective workplace through employee relations, workplace investigations, performance management, policy development, and HR compliance. The position serves as an objective resource to employees and leaders, helping address workplace concerns, resolve conflict, and promote consistent and fair application of organizational policies. The director works closely with the Chief People and Facilities Officer and organizational leaders to strengthen workplace practices, reduce risk, and promote a culture of trust, accountability, and continuous improvement. The role oversees employee concerns and investigations from intake through resolution; supports managers with performance issues, coaching, corrective action, and employee supervision; and oversees the annual performance management process. It also monitors HR practices and documentation for compliance, supports matters such as accommodations and leave in coordination with the Chief People and Facilities Officer, and develops and updates policies, procedures, employee resources, and supervisor tools. The director may support related HR projects and perform other duties assigned by the Chief People and Facilities Officer. This is primarily an office position with some local travel. Nights and weekends may be required when necessary to support program operations and team members. Regular and reliable attendance is required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Five or more years of experience in human resources, employee relations, workplace investigations, or a related field.
Demonstrated experience handling sensitive employee matters, conducting or supporting workplace investigations, advising supervisors, and interpreting or applying workplace policies.
Strong knowledge of employee relations, workplace investigations, performance management, and HR practices.
Strong interviewing, fact-finding, analytical, documentation, and organizational skills.
Ability to remain objective, professional, and fair when handling sensitive or difficult situations.
Sound judgment in evaluating employee concerns, assessing risk, recommending appropriate action, and determining when matters require escalation.
Ability to interpret policies, research employment requirements, and apply information to practical workplace situations.
Strong verbal and written communication skills, including the ability to prepare clear, factual, and professional documentation.
Ability to manage multiple priorities, work independently, meet deadlines, and maintain strict confidentiality.
Ability to build effective working relationships across a culturally diverse organization and demonstrate collaboration, accountability, and commitment to continuous improvement.
Ability to work collaboratively with a diverse workforce and build effective working relationships.
Commitment to maintaining a consistent and dependable work schedule.
Ability to adapt to changing priorities, organizational needs, and new initiatives.
Self-motivated and dependable, with the ability to manage responsibilities independently.
Commitment to outstanding customer service.
Commitment to Tulsa Educare’s Shared Values: Learning, Relationships, Commitment, and Data.
Qualified and not prohibited from working around children.
Legally authorized to work in the United States.
Ability to lift and carry up to 25 pounds.
Ability to work nights and weekends when necessary to support program operations and team members.
Regular and reliable attendance.

Nice To Haves

Experience developing HR policies.
Experience supporting compliance initiatives.
Experience managing performance management processes.

Responsibilities

Manage employee concerns, complaints, grievances, and workplace issues from intake through resolution, including conducting objective, thorough, and timely investigations.
Gather and review relevant information, prepare factual and confidential documentation, and communicate findings and recommendations to appropriate leadership.
Serve as an objective HR resource to employees and leaders addressing workplace conflict, conduct concerns, policy questions, and other sensitive matters.
Partner with the Chief People and Facilities Officer and organizational leaders to evaluate investigation findings and determine appropriate follow-up, corrective action, and resolution.
Provide guidance on conflict resolution, communication, workplace expectations, and appropriate employee interactions.
Identify employee relations trends, recurring concerns, and organizational risks; recommend strategies to strengthen workplace practices.
Promote trust, respect, accountability, and consistent application of organizational policies; escalate significant findings and risks as appropriate.
Oversee the annual performance management process, including planning, communication, timelines, completion tracking, and follow-up.
Advise and guide supervisors on performance, attendance, conduct, and corrective action, including coaching, progressive discipline, documentation, and follow-up.
Promote consistent performance expectations and policy application across departments and locations.
Develop manager tools, templates, talking points, and practical resources for supervision and documentation.
Develop and deliver training for supervisors and employees on employee relations, performance management, workplace conduct, HR policies, and related topics.
Help employees and supervisors understand organizational policies, procedures, and workplace expectations.
Identify opportunities to improve supervisory practices and recommend training or other interventions based on trends and organizational needs.
Monitor HR practices, documentation, and processes for compliance with applicable federal and state employment laws, regulations, and Head Start requirements.
Conduct HR compliance reviews and audits, identify potential risks or gaps, and recommend corrective actions and process improvements.
Research employment laws, regulatory requirements, and HR best practices; provide guidance and recommendations to the Chief People and Facilities Officer.
Support HR matters involving ADA accommodations, FMLA, other leave matters, and workers’ compensation in coordination with the Chief People and Facilities Officer.
Maintain accurate, confidential HR records and support documentation, procedures, and internal controls that promote consistency and reduce organizational risk.
Lead or assist with developing, reviewing, updating, and implementing HR policies, procedures, and the employee handbook.
Develop employee resources, supervisor tools, forms, and templates to support consistent implementation of HR policies and procedures.
Partner with the Chief People and Facilities Officer and organizational leaders to communicate policy changes and support implementation.
Evaluate HR processes, employee relations trends, audit findings, and organizational feedback to recommend improvements in consistency, efficiency, compliance, and employee experience.
Support HR projects and organizational initiatives related to workplace culture, employee engagement, performance, and compliance.
Perform other duties assigned by the Chief People and Facilities Officer to support the human resources function and organizational priorities.