Director of Human Resources & Workforce Strategy

The Director of Human Resources & Workforce Strategy reports to the Senior Director of HR and plays a central role in building and sustaining a high-performing, values-driven organization. This position provides enterprise-wide leadership across all core human resources functions, including talent acquisition, employee relations, compensation and benefits, compliance, performance management, and policy development, while also driving workforce and transition strategies that support the organization’s long-term growth and operational goals.

Through strong partnerships with executive leadership and operational teams, the Director ensures that HR practices are consistent, scalable, and aligned with the organization’s mission, culture, and evolving needs. This role is responsible for strengthening team member engagement and retention, supporting the onboarding and integration of new communities, and proactively addressing workforce planning, labor trends, and organizational effectiveness. By integrating strategic workforce planning with best-in-class HR operations, the Director of Human Resources & Workforce Strategy helps position the organization for sustainable growth, stability, and continued success.

Essential Functions:

Develop and implement comprehensive strategies to strengthen organizational culture, ensuring alignment with the organization’s mission, values, and strategic objectives across all communities and service lines.

Lead and support the transition and integration of newly affiliated or onboarded communities into the organization, including alignment with enterprise HR policies, workforce strategies, systems, culture, and operational standards, while supporting local leadership and team members through change.

Serve as a strategic business partner to hiring managers and operational leaders by developing and executing effective sourcing and recruitment strategies that meet workforce needs, enhance candidate quality, and drive internal stakeholder satisfaction.

Recommend, develop, and implement new and improved HR policies, procedures, and practices to enhance departmental efficiency, service delivery, compliance, and the overall team member experience.

Collaborate with senior leadership to assess organizational structure, workforce capacity, and staffing models; make data-informed recommendations related to role design, restructuring, or workforce deployment to improve efficiency and effectiveness.

Lead and coordinate organization-wide performance management and quality improvement efforts, ensuring programs are data-driven, consistently applied, and aligned with the organization’s strategic priorities.

Develop and oversee recruitment marketing strategies and clearly define roles and responsibilities within the hiring team to ensure an efficient, consistent, and cost-effective recruitment lifecycle, including optimization of cost-per-hire.

Lead and support the recruitment team in the development and implementation of creative, innovative, and diverse sourcing strategies to build and maintain a strong pipeline of qualified candidates.

Spearhead foreign recruitment initiatives and oversee the full-cycle international recruitment process, ensuring compliance with all regulatory, licensing, and immigration requirements.

Collect, analyze, and coordinate workforce and talent data to identify trends, assess labor market conditions, and translate insights into actionable workforce plans and recommendations at the organizational and operational levels.

Collect and maintain workforce and performance data to inform targeted leadership development initiatives, including succession planning, high-potential identification, and leadership pipeline development.

Lead the development and implementation of HR and workforce strategies designed to improve team member engagement, retention, and organizational effectiveness, in close collaboration with executive and operational leadership.

Oversee the maintenance and execution of the performance management system, including job descriptions, performance standards, evaluation tools, and related documentation, ensuring consistency, clarity, and alignment across the organization.

Compliance, Risk Management & Policy Oversight:

Ensure organization-wide compliance with all applicable federal, state, and local employment laws, regulations, and reporting requirements.

Regularly review, update, and implement HR policies and procedures to maintain compliance, mitigate risk, and align with evolving regulatory requirements and HR best practices.

Support and collaborate on internal audits, risk assessments, investigations, and compliance-related reporting, as needed, to promote organizational accountability and continuous improvement.

Culture, Engagement & Retention:

Partner with organizational leadership to support and reinforce a positive, inclusive, and high-performing organizational culture, ensuring alignment with the organization’s mission, values, and strategic priorities.

Oversee the design, implementation, and analysis of team member engagement and retention initiatives, including surveys, feedback mechanisms, and action planning, to drive measurable improvements.

Lead the development of programs that support long-term workforce retention, career development, leadership growth, and succession planning, ensuring a strong and sustainable talent pipeline.

Budget Planning:

Develop, manage, and present the annual HR and workforce budget in alignment with organizational priorities and growth plans.

Recommend and implement cost-effective strategies to optimize workforce spending, including automation, vendor consolidation, internal mobility, and process improvements.

Track and analyze key workforce and financial metrics—such as cost-per-hire, overtime, retention, time-to-fill, and sourcing return on investment—to inform decision-making.

Monitor monthly spending against budget, identify variances, and provide timely analysis and recommendations to leadership.

Estimate and manage costs associated with sourcing and recruitment strategies, including job boards, recruitment marketing, and social media campaigns.

Assess and communicate the cost implications of specialized, high-demand, or hard-to-fill roles, and recommend mitigation strategies as appropriate.

Vendor & Contract Management:

Evaluate, select, and negotiate contracts with job boards, talent platforms, recruitment agencies, and other human capital management (HCM) vendors to ensure quality, value, and alignment with organizational needs.

Monitor and assess vendor performance and service delivery to ensure return on investment (ROI), effectiveness, and continuous improvement.

Forecast and manage contract renewals, subscription terms, and anticipated annual cost increases for external recruitment and workforce technology tools.

Education and Experience:

Minimum of 10 years of progressive, broad-based human resources experience, including talent management, performance management, and workforce planning.

Recent experience recruiting across multiple disciplines and position levels, including non-exempt, exempt, and leadership roles.

Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced degree preferred.

Current SPHR, PHR, SHRM-CP, or SHRM-SCP certification, or the ability to obtain certification within one year of employment.

Demonstrated experience designing, developing, and supporting enterprise-wide talent management programs, including performance management, leadership development, coaching, succession planning, data analytics, and relationship management.

Proven experience capturing workforce metrics and producing employment, recruitment, and performance reports to support data-driven decision-making.

Hands-on experience working with applicant tracking systems (ATS), HRIS, payroll, and related workforce technologies.