Human Resources Director

Human Resources Director Tucson, AZ Job Details Full-time $70,000 - $80,000 a year 2 days ago Qualifications HR policy development Employee onboarding Succession planning Managerial strategic planning Strategic management Compensation and benefits strategy Management Non-profit experience Organization design Benefits strategy management Employment law Regulatory compliance Well-being program (employee development activity) Data reporting HR legal compliance Employee retention Full cycle recruiting Bachelor's degree in business administration Master's degree Personnel records management Talent pipeline development Driver's License Bachelor's degree Human Resource Management Driving Employee relations management Mentoring Implementing HR recruitment processes Data analytics Organizational skills Developing new training programs Mediation Professional In Human Resources HRIS Candidate sourcing Business Administration Productivity software Human Resources Employee engagement Senior level Onboarding process management Business Leadership Data-driven decision making Communication skills Strategic thinking in HR leadership Staff development Performance evaluation

Full Job Description Description:

Position Summary:

Reporting directly to the Chief Operating Officer (COO), the Human Resources Director provides strategic leadership and management for all human capital functions across the organization. This position is responsible for developing and executing HR strategies to support the organization's overall business plan and strategic direction, specifically in workforce planning, talent acquisition, employee engagement, compliance, performance management, training and development, compensation and benefits, and organizational culture. The HR Director serves as a trusted advisor to executive leadership, ensures compliance with all applicable employment laws and regulations, and champions a positive, inclusive, and mission-driven workplace culture.

Requirements:

Essential Duties and Responsibilities:

Strategic Leadership:

Develop and implement HR strategies aligned with the organization's mission, goals, and long-term strategic plan. Advise the COO and leadership team on organizational design, workforce planning, and succession planning.

Talent Acquisition & Retention:

Lead recruitment efforts for all levels of staff, including exempt, non-exempt, and temporary employees. Build and maintain pipelines through relationships with universities, community partners, and professional organizations. Oversee onboarding and orientation programs to ensure a positive new-hire experience.

Employee Engagement & Culture:

Promote a culture of equity, inclusion, collaboration, and accountability. Design initiatives to improve employee satisfaction, retention, and professional growth.

Performance Management:

Implement and oversee performance evaluation systems that encourage continuous feedback, employee development, and alignment with organizational objectives. Provide coaching and guidance to managers on employee relations issues.

Compensation & Benefits:

Manage the organization's total rewards strategy, including salary administration, benefits programs, and wellness initiatives. Ensure competitiveness and compliance while supporting fiscal sustainability.

Compliance & Policy Management:

Maintain in-depth knowledge of federal and state employment laws and ensure organizational compliance. Update HR policies and procedures to reflect best practices and legal requirements.

Training & Development:

Design and oversee training programs to enhance staff skills, leadership development, and compliance requirements. Build a learning culture that supports organizational growth and individual advancement.

HR Operations & Systems:

Direct HR operations, including HRIS, personnel records, reporting, and data analysis. Ensure accurate and confidential record-keeping practices.

Employee Relations:

Serve as the primary point of contact for employee concerns and conflict resolution. Provide mediation and foster positive employee relations across all levels of the organization.

Safety & Wellness:

Partner with leadership to advance initiatives that promote workplace safety, wellness, and employee well-being.

Qualifications:

Bachelor's degree in human resources, Business Administration, or a related field (Master's degree and/or

SHRM/PHR

certification preferred). Minimum of 5-7 years of progressively responsible HR leadership experience; nonprofit sector experience a plus. Demonstrated knowledge of HR best practices, employment law, and regulatory compliance. Proven success in building strong organizational culture and aligning HR strategies with organizational goals. Exceptional interpersonal, communication, and conflict resolution skills. Strong organizational and project management skills with the ability to manage multiple priorities effectively. Must meet the requirements to drive for the organization, including being at least 21 years of age, holding a valid driver's license with a good driving record, and consistent access to a motor vehicle with required insurance coverage.

Core Competencies:

Strategic thinker with the ability to anticipate future workforce needs. Trusted advisor and collaborative leader across all levels of the organization. Strong educator, mentor, and communicator who can inspire and engage staff. High integrity and commitment to confidentiality. Proficient in HRIS and Microsoft Office Suite; data-driven decision-making skills.