Human Resources Director

Children and Families First Delaware Inc•Wilmington, DE

16d•Onsite

About The Position

The Human Resources Director serves as a strategic partner to the Children & Families First (CFF) senior leadership team and a hands-on leader for the full scope of HR functions across the agency. Reporting directly to the Chief Executive Officer (CEO), this role ensures legal, contract, licensing, and accreditation compliance, fosters an inclusive workplace culture, and develops people strategies aligned with the organization's values and goals. The HR Director also staffs the CFF Board HR Committee and serves as a member of the senior leadership team.

Requirements

Bachelor’s degree in human resources or a related field.
Minimum of 7 years of progressive HR experience, with at least 3 years in a senior or leadership role.
Previous supervisory experience is required.
Thorough knowledge of federal and state (Delaware) employment law, HR best practices, and familiarity with grant-funded workforce compliance requirements.
Strong oral, written, interpersonal, and communication skills, with the ability to clearly and effectively communicate with diverse audiences and build trust across all levels of the organization.
Demonstrates a genuine commitment to the organization's mission, values, and the vulnerable populations it serves, preferably backed by experience in a nonprofit, social services, healthcare, or mission-driven organization.
Applies an equity lens to HR practices and advocates for diverse, inclusive, and culturally responsive policies.
Proven ability to navigate complex, sensitive situations and handle confidential matters with discretion, professionalism, fairness, and consistency.
Strong organizational and time management skills, with the ability to work independently and accurately while maintaining agency standards regarding quality.
High proficiency with office technology, software, HRIS, and applicant tracking systems.
Ability to anticipate future workforce needs and function as a credible, approachable partner who builds strong relationships across departments.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification is highly preferred

Responsibilities

Partner with the CEO and senior leadership team to develop and implement HR strategies supporting organizational goals and mission.
Act as a trusted advisor to managers and staff on workforce planning, organizational design, and change management.
Analyze workforce data and trends to inform decisions around staffing, retention, compensation, and employee development.
Lead the standardization and implementation of HR processes including onboarding, employee relations workflows, and HR communications.
Investigate and resolve internal grievances, workplace conflicts, employee grievances, and complaint.
Provide leadership and direction for workplace investigations, corrective actions, and disciplinary processes with fairness, consistency, and confidentiality in accordance with the agency's open-door policy.
Coach supervisory staff on personnel-related issues, performance coaching, and effective team leadership.
Oversee and administer the agency performance review process, ensuring alignment between individual goals and organizational priorities.
Develop and implement employee engagement initiatives.
Administer employee benefits programs, lead annual open enrollment, and serve as primary liaison with benefits brokers, vendors, and partners.
Reconcile monthly carrier invoices and ensure timely financial and administrative submissions.
Monitor and ensure compliance with all applicable federal, state (Delaware), and local employment laws.
Maintain compliance with contract, licensing, and accreditation standards.
Ensure timely submission of all regular and required reports, including tracking and reporting EEO census information.
Serve as the organization's designated Equal Employment Opportunity (EEO) specialist.
Oversee and supervise the administration of leave management, Workers' Compensation, and Unemployment Compensation program.
Ensure the organization is competently represented at related hearings, investigations, and general personnel matters.
Oversee full-cycle recruitment for all positions, including job posting, screening, interview coordination, offer letters, and background checks.
Develop, maintain, and advocate for equitable, inclusive hiring practices that reflect the communities the organization serves.
Design and continuously improve onboarding programs that set new employees up for success and reinforce organizational culture.
Build and maintain professional relationships with workforce development programs, colleges, and community partners to expand the talent pipeline.
Assess organizational and supervisory training needs across the agency.
Coordinate or deliver relevant staff development programs, including mandatory training such as harassment awareness and prevention training for all staff.
Identify and manage external training resources, e-learning platforms, and professional development opportunities.
Develop succession planning strategies for key roles across the organization.
Oversee HR Information Systems (HRIS) and applicant tracking systems, ensuring data integrity, efficient processes, and useful reporting.
Maintain accurate, confidential, and appropriate employee personnel files, records, and related documentation in compliance with law, best practices, and agency standards.
Develop, update, and communicate HR policies, the employee handbook, and related agency documentation.
Manage the HR department budget and establish/maintain professional relationships with HR brokers and vendors.
Supervise and direct HR department staff, including coordinators, generalists, or administrative support as applicable.