Regional Director of Human Resources

CarePoint Response•Baltimore, MD

5d•$115,000 - $145,000•Hybrid

About The Position

CarePoint Response is seeking an accomplished Regional Director of Human Resources to lead the organization's HR function across its expanding service regions. This is a senior leadership opportunity for an experienced HR professional who can operate at both the strategic and operational levels—translating organizational priorities into workforce strategy while ensuring HR delivers responsive, accurate, compliant, and effective services. The Regional Director will serve as a trusted advisor to executive and operational leaders and provide leadership across the full employee lifecycle, including workforce planning, recruitment, employee relations, performance management, compensation and benefits, payroll oversight, HR systems, organizational development, engagement, compliance, and change management.

Requirements

Bachelor's degree in Human Resources or a related field required.
SHRM-SCP, SHRM-CP, SPHR, or PHR certification required.
Valid and unrestricted driver's license required.
10 years of managerial or director-level HR experience required.
Prior experience supporting nonprofit operations required.
At least 5 years of people-management experience required.
Experience managing complex, multi-faceted HR operations.
Experience with HRIS technology; familiarity with Paycom preferred.

Nice To Haves

Master's degree in Human Resources or a related field preferred.
SHRM-SCP or SPHR strongly preferred for this senior leadership position.

Responsibilities

Establish the strategic direction and operating priorities of the HR function.
Translate organizational strategy into practical workforce initiatives.
Serve as a trusted HR advisor and internal consultant to executive and operational leaders.
Maintain compliance with federal, state, and local employment requirements.
Partner with legal counsel on complex employment and labor matters.
Oversee HR metrics, KPIs, compliance audits, analytics, and reporting.
Use workforce data to identify trends, anticipate risks, and inform executive decision-making.
Support organizational risk management, workplace safety, workers' compensation, and business continuity activities.
Lead recruitment, selection, hiring, orientation, and onboarding strategies.
Develop proactive workforce plans addressing current and future staffing, capacity, skill, succession, and organizational design needs.
Oversee organizational position control and workforce analysis.
Partner with leaders to maintain adequate staffing for continuous operations.
Strengthen employment practices that support a diverse, inclusive, and respectful workforce.
Lead organizational performance-management practices.
Strengthen manager capability through coaching, tools, expectations, and leadership development.
Oversee employee learning, HR compliance training, and professional development initiatives.
Develop career-development and retention strategies.
Build leadership pipelines and succession plans for critical positions.
Direct compensation, classification, and pay-equity programs.
Oversee employee benefits, wellness programs, renewals, enrollment, reconciliation, and communications.
Provide oversight of payroll processes and controls to promote accurate and timely administration.
Maximize the effective use of Paycom or comparable HR technology for employee data, payroll, reporting, training, and performance management.
Provide leadership for complex employee relations matters and workplace investigations.
Oversee corrective action, performance improvement plans, grievances, suspensions, terminations, unemployment matters, and reasonable accommodations.
Lead employee engagement and employee-experience initiatives.
Use employee feedback and engagement surveys to identify opportunities for improvement.
Partner with leadership to reinforce a culture of trust, accountability, inclusion, ethical conduct, and collaboration.
Lead the people side of organizational growth and change, including restructuring, new systems, policies, and ways of working.
Lead, coach, develop, and hold HR team members accountable for results.
Continuously assess HR processes, technology, controls, service levels, and team capabilities.
Establish measurable improvement priorities.
Build strong relationships across departments and levels of leadership.
Navigate competing priorities and difficult conversations constructively.
Ensure HR is regarded as a credible, consistent, responsive, and trusted organizational partner.