DIRECTOR HUMAN RESOURCES chez THE Arc Northern Chesapeake Region

Description

Position Summary

 The Director of Human Resources oversees the efficient and effective delivery of HR programs, policies, and services that support The Arc NCR’s employees. This role will focus on ensuring HR operations are guided by our organization’s values, current best practices, continuously improved to meet evolving organizational needs, and delivered with a commitment to consistency, compliance, and service excellence. The Director will work closely with the Chief Human Resources Officer to streamline processes, enhance systems, and ensure that HR functions contribute to a positive, professional, and productive work environment across all departments and programs.

The Director will actively support equity and inclusion initiatives by ensuring that HR policies, processes, and practices align with The Agency’s commitment to a respectful, professional, and high-performing workplace. This position offers the opportunity to design HR systems, strengthen our culture and the employee experience, and contribute meaningfully to the mission of delivering high-quality, impactful support to the people we serve.

Functional Areas of Responsibility

1. HR Operations & Process Improvement

• Oversee the delivery and continuous improvement of HR programs and services, ensuring they meet organizational needs, are fully compliant, and reflect industry best practices.
• Partner with the Chief Human Resources Officer and other senior leaders to assess and enhance HR systems for greater efficiency, effectiveness, and transparency.
• Implement technology and data-driven, employee-focused solutions to support informed decision-making and streamlined operations.

2. Talent Strategy & Workforce Planning

• Oversee strategic talent acquisition and workforce planning to ensure The Agency attracts and retains top talent in a competitive market.
• Support the development and refinement of onboarding and orientation programs to accelerate employee integration and success.
• Support initiatives that enhance employee retention, engagement, and career progression opportunities.
• Align HR practices with organizational culture-building initiatives led by the Human Resources Department.

3. Employee Relations Leadership & Support

•  Provide strategic guidance and support to managers and senior leaders in addressing complex or sensitive employee relations issues in a manner consistent with organizational policies, and applicable laws.
• Support the development and consistent application of fair and transparent employee relations practices and policies that contribute to a respectful and productive workplace.
• Monitor workplace trends, proactively identifying potential issues and recommending preventive strategies to reduce conflict and promote positive working relationships.
• Support the development of supervisory training and resources to strengthen supervisors’ capabilities in handling performance and workplace concerns effectively.

4. Compliance, Risk Management & Governance

• Ensure HR practices fully comply with applicable federal, state, and local employment laws.
• Provide oversight of HR-related risk management, policy development, and compliance monitoring.

5. Data-Driven Decision-Making

• Establish metrics and reporting tools to measure HR effectiveness, workforce trends, and organizational health.
• Provide actionable insights to the Chief Human Resources Officer and leadership to guide resource allocation, program investments, and process improvements.
• Provide ongoing employee engagement through survey tools and develop actionable processes to implement feedback and provide change management.

6. Other Duties as Assigned

Qualifications

Qualifications

• Bachelor’s degree in psychology, human resources, organizational management or other related field required; advanced degree preferred.
• Minimum 15 years of progressive HR leadership experience.
• Proven ability to improve HR operations, implement process efficiencies, and integrate best practices into organizational systems.
• Strong understanding of employment law, compliance frameworks, and employee relations strategies.
• Demonstrated ability to influence at all levels of an organization and support change.
• Strong business acumen, with experience in budget development, workforce analytics, and operational planning.
• Exceptional communication, relationship-building, and problem-solving skills.
• Commitment to fostering a workplace culture that values professionalism, mutual respect, and equitable access to opportunity.
• SHRM-SCP certification required.
• Experience in a mission-driven, nonprofit, or health services environment preferred.
• Proficiency in Microsoft Office Suite (Word, Excel, Outlook, SharePoint) required.

Demonstrated Competency

• Maryland State Employment Law and Federal Employment Law

Additional Requirements

• Coordinate training issues and requirements with the Director of Training
• Flexibility to meet program and agency needs.
• Maintain SHRM-SCP Certification