Assistant Director of Human Resources

Assistant Director of Human Resources Metropolitan Development Nashville, TN Job Details Full-time $100,392 - $128,000 a year 1 day ago Qualifications Microsoft Excel Management Writing skills Employment law Regulatory compliance HR legal compliance Supervising experience Bachelor's degree Decision making Productivity software

Full Job Description Position Open :

May 6, 2026

Position Close:

May 19, 2026 Metropolitan Development and Housing Agency (MDHA) Nashville, TN MDHA serves Nashville and Davidson County. Its mission is to create affordable housing options, support neighborhoods, strengthen communities, and help build a better Nashville. MDHA employs over 300 staff members, has a budget of $215 million, and houses approximately 30,000 people, primarily through nearly 8,000 Section 8 Vouchers and over 6,800 apartments, which are mainly Project-Based Rental Assistance (PBRA) units, at 39 properties. MDHA is a housing authority, a community development agency, and a redevelopment agency. Position Summary The Assistant Director of Human Resources is responsible for leading and coordinating core HR programs across the talent lifecycle, with primary oversight of talent attraction and acquisition, onboarding and integration, performance management, health and safety, HR operations, HRIS, and compliance. This role partners with HR and operational leadership to ensure HR practices are strategic, equitable, compliant, and aligned with organizational goals. Key Duties and Responsibilities Talent Attraction and Acquisition Direct the development and execution of recruitment strategies to attract diverse, qualified candidates for all levels of the organization. Oversee job posting processes, outreach strategies, selection methodologies, and hiring manager training to ensure consistent, equitable practices. Monitor time-to-fill, quality-of-hire, and diversity metrics and recommend process improvements based on data. Ensure job descriptions and classifications are accurate, updated, and aligned with organizational and regulatory requirements. Onboarding and Integration Design and oversee a comprehensive onboarding and orientation program that accelerates new hire integration, clarifies expectations, and reinforces culture and values. Coordinate with hiring managers, IT, payroll, and other stakeholders to ensure smooth pre-boarding and first 90-day experience. Development measures to evaluate onboarding effectiveness and adjust content and processes accordingly. Performance Management Lead the design, administration, and continuous improvement of the performance management system, including goal setting, check-ins, annual reviews, and development plans. Train and coach managers on effective performance feedback, documentation, and use of performance tools. Partner with the Senior Human Resources Manager to ensure performance interventions, performance improvement plans, and related actions are consistent, fair, and compliant. Use performance data to identify organizational training needs and inform talent development strategies. Health and Safety Oversee HR's role in occupational health and safety programs, in coordination with Operations departments, and Compliance and Risk Management. Ensure appropriate policies, training, reporting, and recordkeeping are in place for workplace safety, incident reporting, and return-to-work processes. Monitor trends in injuries, incidents, and claims and recommend interventions to reduce risk and promote employee well-being. HR Operations, HRIS, and Data Provide leadership for HR operations, ensuring accurate and efficient processing of personnel actions, records management, and workflow. Oversee the HRIS, including system configuration, data integrity, reporting, and end-user training. Develop and maintain HR dashboards and metrics (e.g., headcount, turnover, recruitment performance, leave utilization) to support data-driven decision-making. Collaborate with IT and vendors on system enhancements, integrations, and upgrades. Compliance and Policy Ensure HR practices comply with applicable federal, state, and local laws and regulations, as well as internal policies and collective bargaining agreements/memorandum of understanding. Lead or support the development, review, and communication of HR policies, procedures, and standard operating guidelines. Participate in audits, investigations, and reporting activities related to HR compliance (e.g., EEO, FMLA, ADA, FLSA, safety, and record retention). Stay current on evolving employment laws, regulations, and best practices and recommend policy or process changes as needed. Knowledge, Skills, and Abilities Required Interpersonal Skills Interact professionally while maintaining effective working relationships with MDHA Leadership, coworkers, company representatives, and government officials; develop and maintain effective working relationships with residents and members of the public. Ability to work effectively under stress, close deadlines, and competing demands. Regulatory Expertise Knowledge of federal, state, and local laws and regulations governing fair housing policies and practices; excellent management, leadership, and interpersonal skills; ability to communicate effectively, orally and in writing in both formal and informal settings; must be detail-oriented; ability to analytically solve problems, make sound judgments, and exercise good decision-making; ability to perform short and long-range planning. Resilience Willingness, mental and physical ability to perform the duties involved in this classification. The ability to perform work with or without accommodation requires the ability to sit, stand, and walk; dexterity of the hands; clarity of vision, speech, and hearing; the power of observation; and other physical duties as required. Software Management Skilled in Microsoft Word, Excel, PowerPoint, and other Microsoft software. Education, Experience & Other Requirements Minimum Qualifications Bachelor's degree in human resources, Business Administration, Public Administration or related field. Significant progressively responsible HR experience 7-10 years, including direct experience in multiple areas such as recruitment, performance management, HR operations, and compliance. Supervisory or management experience leading HR professionals. Demonstrated knowledge of employment laws and regulations and of best practices in talent management and HR operations. Experience with HRIS systems and HR data/reporting Preferred Qualifications Master's degree in human resources, Public Administration, Business, or related field. Experience in the public sector, housing, or other regulated environments. Experience leading the implementation or optimization of HR technology platforms. Professional HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-HR).