Director of Human Resources

Description

Position Summary

The Director of Human Resources is a senior leadership position responsible for setting and implementing organization-wide human resources strategy with a primary emphasis on recruitment, retention, and workforce engagement, particularly for Direct Support Professionals (DSPs) in a highly competitive labor market.

Reporting to the Chief Operating Officer, this role partners closely with executive leadership, program directors, and supervisors across geographically dispersed residential and community-based locations to reduce turnover, strengthen engagement, and build a connected, mission-aligned workforce.

A key priority of this position is leveraging technology, data, and innovative engagement practices to foster connection, recognition, and belonging among employees who work across many locations and do not regularly interact in person.

Why Join Home of Hope?

This role offers a meaningful opportunity to shape workforce strategy for an organization whose mission directly impacts the lives of individuals with intellectual and developmental disabilities. As Director of Human Resources, you will help ensure that those who provide care and support every day feel valued, connected, and equipped to succeed.

If you are a people-centered HR leader who thrives on recruitment challenges, strategic thinking, and building community across distance, Home of Hope encourages you to apply.

Requirements

Key Responsibilities

Recruitment (High Priority)

• Lead and continuously improve high-volume      recruitment strategies for DSPs, supervisors, and other frontline      roles across Home of Hope’s multiple service locations.
• Address DSP-specific hiring      challenges, including labor shortages, scheduling demands, wage      competition, and alignment with Home of Hope’s mission and values.
• Strengthen Home of Hope’s employer      brand and candidate experience, ensuring timely, respectful, and      mission-centered hiring practices.
• Develop and maintain recruitment      pipelines through employee referrals, local schools, career centers,      community organizations, and workforce agencies.
• Monitor recruitment metrics      (time-to-fill, applicant flow, offer acceptance rates) and use data to      drive continuous improvement.

Retention & Workforce Engagement (High Priority)

• Design, implement, and lead retention      strategies (with particular focus on DSP’s) in      partnership with program leadership and frontline supervisors.
• Coach and support all supervisors      across numerous locations on best practices for communication,      recognition, accountability, and employee engagement.
• Implement and analyze stay      interviews, exit interviews, and employee engagement surveys; translate      insights into actionable improvements.
• Promote internal career pathways,      advancement opportunities, and leadership development, with intentional      focus on DSPs and frontline staff.
• Support a workplace culture rooted      in dignity, respect, inclusion, and shared purpose.

Leadership and Collaboration

• As part of Home of Hope’s Senior      Staff, consisting of all Department Heads, the Human Resources director      must partner closely with executive leadership to address workforce      challenges unique to a decentralized, remote service model.
• Must partner with executive      leadership to forecast workforce needs and proactively address staffing      shortages across multiple remote locations.
• Collaborate with supervisors and      managers to identify DSP turnover trends, root causes, and location      specific retention challenges.
• Develop practical, supervisor      focused retention tools, playbooks, and training that emphasize relation      building, recognition, communication and workload sustainability.

Technology & Community Building

• Utilize HRIS, communication, and      engagement platforms to connect a decentralized workforce and      strengthen organizational culture.
• Lead virtual onboarding,      recognition programs, internal communications, and engagement initiatives.
• Partner with IT and Communications      teams to ensure HR and engagement tools are accessible, user-friendly, and      widely adopted by staff across locations.

HR Leadership & Operations

• Oversee core HR functions,      including employee relations, performance management, benefits      administration, and policy development.
• Ensure compliance with federal and      state employment laws, nonprofit regulations, and applicable healthcare      and human services standards.
• Lead, mentor, and develop the Human      Resources team.
• Serve as a trusted strategic      advisor to executive leadership on workforce planning, organizational      development, and change management.

Success Measures (Key Performance Indicators)

• Reduction in overall and      DSP-specific turnover rates
• Improved 90-day, 6-month, and      12-month DSP retention
• Improved employee engagement survey      results
• Increased supervisor participation      in retention and engagement initiatives
• Specific targets for the above to      be set in collaboration with executive leadership

Qualifications

• Bachelor’s degree in Human      Resources, Business Administration, or a related field (Master’s degree      preferred)
• Minimum of 3 years of HR leadership      experience; nonprofit, healthcare, or human services experience strongly      preferred
• Demonstrated success recruiting and      retaining employees; in a distributed, high-turnover workforce of      significant interest
• Experience supporting leaders and      teams across multiple remote or community-based locations preferred
• Strong data analysis, HR      technology, and relationship-building skills required

Preferred Credentials

• SHRM-SCP, SPHR, or similar      professional HR certification