Director of Human Resources bei HAVEN FOR HOPE OF BEXAR COUNTY

Description

POSITION SUMMARY

The Director of Human Resources is a mission-driven, strategic leader who oversees all aspects of the employee experience at Haven for Hope. As a key member of the Operating Team, this role ensures HR operations align with the values and objectives of the organization while advancing employee engagement through all functions of HR such as but not limited to recruiting, onboarding, payroll, benefits and wellness, compliance, training and development, performance management, employee handbook policies, and employee relations. The Director is responsible for managing the day-to-day operations of the HR department, leading and developing the HR staff and Haven leaders. The Director will work closely with the Chief Administrative Officer and the leadership team to ensure the Human Resources Department is functioning consistently with overall Haven goals and objectives and in accordance with governmental rules and regulations. This individual must be passionate about supporting staff who serve our community’s most vulnerable populations and committed to Haven for Hope’s second-chance employment philosophy.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Leadership & Culture

• Serve as a trusted advisor to the leadership team, contributing to strategic goals, organizational development, and workforce optimization.
• Cultivate a workplace culture rooted in dignity, respect, equity, and continuous improvement.
• Promote Haven for Hope’s commitment to being a second-chance employer, inclusive of individuals with barriers to employment.

Employee Relations & Engagement

• Foster a positive work environment through transparent communication, effective conflict resolution, and employee recognition initiatives.
• Support employees and managers with guidance on professional growth, workplace conflict, and morale-building.
• Lead employee engagement efforts, including events, recognition program, wellness program, satisfaction surveys and action planning.

Recruitment & Selection

• Oversee full-cycle recruiting for all levels of the organization with an emphasis on inclusive, mission-aligned hiring practices.
• Partner with leadership to ensure strategic workforce planning and recruitment efforts that reflect the diversity of the populations we serve.
• Promote second-chance hiring by partnering with local reentry, recovery, and workforce development programs.

Compensation, Benefits & Payroll

• Manage compensation structures and oversee payroll processing with accuracy and confidentiality in coordination with finance and payroll vendors.
• Administer employee benefits, including health, dental, vision, disability, life insurance, wellness programs, and retirement plans.
• Ensure competitive and equitable benefit offerings while maintaining compliance with all legal requirements.

Training & Development

• Identify and implement staff training and development programs to promote growth, retention, and skill-building across all departments.
• Ensure onboarding and compliance training are effective and consistent.
• Provide leadership coaching and professional development support at all levels.

Compliance & Audits

• Maintain compliance with all federal, state, and local employment laws and nonprofit regulatory requirements.
• Oversee HR-related audits and ensure proper documentation and risk mitigation strategies are in place.
• Create and maintain documented HR policies, procedures, and the Employee Handbook up to date and aligned with legal standards and Haven’s values.

Performance Management

• Lead the design and implementation of performance evaluation systems, including annual reviews, corrective actions, and employee improvement plans.
• Provide consultation to supervisors on coaching, discipline, and leadership development.

HR Administration & Reporting

• Utilize, maximize, and manage HRIS and payroll systems to ensure effective tracking, reporting, and analytics for key HR metrics.
• Supervise HR team members and manage vendor relationships (e.g., benefits providers, background checks).
• Oversee maintenance of accurate and confidential employee records.

Other Duties

• Perform other duties as assigned to support the overall HR function, organizational goals and as directed by the Chief Administrative Officer.

Qualifications

QUALIFICATIONS

EDUCATION & EXPERIENCE

Required:

• Bachelor’s in Human Resources, Business Administration, or related field; SHRM or HRCI certification.
• Minimum of 7 years of progressively responsible HR management experience, including at least 2 years in an organization of similar or larger size.
• Proven success in developing and implementing inclusive recruitment, onboarding, and retention programs.
• Experience managing employee relations, compliance, and organizational development in a nonprofit or mission-driven environment is highly preferred.
• Demonstrated track record of building strong HR teams and cultivating positive workplace culture.

Preferred:

• Experience in nonprofit, social services, or a similar mission-driven field, with demonstrated ability to navigate the unique challenges of resource constraints, employee engagement, and service-focused organizational culture.

KNOWLDEGE/SKILLS/ABILITIES.

• Strategic HR Expertise: Deep understanding of human resources principles and best practices across the employee lifecycle, including talent acquisition, performance management, employee relations, compensation, benefits, training, and compliance.
• Employment Law & Compliance Knowledge: Strong working knowledge of federal, state, and local employment laws and nonprofit regulations, including ADA, FMLA, FLSA, EEOC, ACA, and DOL standards; ability to interpret and apply policies in a fair and consistent manner.
• Mission-Driven Leadership: Demonstrated commitment to serving vulnerable populations with compassion, professionalism, and integrity. Ability to lead with empathy and align HR practices to Haven for Hope’s values and second-chance employment philosophy.
• Diversity, Equity & Inclusion (DEI): Proven ability to foster an inclusive and respectful workplace culture. Knowledge of DEI strategies and ability to embed equitable practices in recruitment, development, and retention efforts.
• Employee Engagement & Culture Building: Skilled in building positive organizational culture, driving employee satisfaction, and implementing initiatives that support wellness, recognition, and retention.
• Organizational Development: Experience designing and implementing training and leadership development programs. Ability to assess organizational needs and facilitate strategic talent growth and succession planning.
• HRIS and Data Analytics Proficiency: Experience with HR information systems and data management tools. Ability to use metrics and reporting to drive decisions and improve outcomes (e.g., turnover, engagement, DEI tracking, compensation equity).
• Conflict Resolution & Coaching: Strong interpersonal and communication skills with a talent for guiding managers and staff through challenging conversations, performance issues, and employee relations concerns with diplomacy and fairness.
• Executive Presence & Influence: Ability to establish credibility, inspire trust, and serve as a thought partner to senior leadership. Skilled in presenting information and recommendations to executives, boards, and external stakeholders.
• Project Management & Operational Skills: Organized and results-oriented with the ability to manage multiple priorities, delegate effectively, and ensure follow-through in a fast-paced, service-focused environment.         

MANAGERIAL RESPONSIBILITIES.                                       

• Yes, directly supervise HR personnel and external vendors.

WORK ENVIRONMENT & PHYSICAL DEMANDS

The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Standard physical activity such as periodic standing, walking, sitting, and basic motor skills for computer use.

• Must be available for a flexible schedule to meet operational and leadership demands.
• On-call availability required for HR matters as needed evenings and weekends.