Director of Human Resources - Full Time

About the role

The Human Resources Director helps create joyful & vibrant communities by implementing effective, engaging HR policy and processes that support & grow people, and by fostering a positive culture that nurtures retention, mitigates risk, provides relevant training, and promotes diversity, equity, and inclusion within CSL. The HR Director plays a pivotal role in shaping our workforce and culture.

Responsibilities

• Systems, Processes & Compliance
  • Develop and implement systems that align with CSL’s values and overall business goals.
  • Collaborate with and support the home office team (ops & back office) and the community teams.
  • Stay current with HR industry trends, regulations, and best practices.
  • Develop strategies to identify and mitigate risk.
  • Ensure all policies, documents, and practices comply with federal, state & local laws and are updated when there are changes in law or industry practices (e.g., employee handbook, job descriptions, offer letters).
  • Collaborate with senior management and legal counsel to ensure policies are up-to-date, effective, accessible, and understandable for all employees; obtain legal approval prior to finalizing.
  • Implement policy training across the organization to ensure understanding and adherence.
  • Work with the payroll/HRIS team to maintain an annual HR audit calendar and ensure audits are completed at both a home office and community level (policies, core documents, and regulatory requirements).
  • Manage an effective employee communication strategy in coordination with the home office team.
  • Check & respond to employee hotline in a timely manner.
  • Work closely with payroll team on compensation and HRIS management.
  • Collaborate with payroll and accounting teams to train and support Business Office Managers.
  • Work with Payroll & HRIS team to maintain document architecture & management.
• Performance Management
  • Create and champion an effective performance management process & training program.
  • Train managers on performance evaluation techniques & other related skills.
  • Monitor/analyze performance metrics to identify areas for improvement and ensure participation.
• Employee Relations
  • Serve as the unbiased point of contact for escalated employee concerns and conflict resolution.
  • Notify and work with legal counsel on significant employee relations issues.
  • Utilize effective conflict resolution skills and the ability to navigate sensitive, emotional, or difficult situations with empathy.
  • Individualize employee relations strategies to meet the varying needs of individuals and teams (e.g., mediation, training, thorough investigation).
  • Provide guidance on complex employee relations issues and complaints to ensure timely, thorough, culturally aware approaches are taken in the assessment, recommendation, resolution, and follow up; work closely with legal and ops teams to reach resolution.
  • Train managers on performance management process, approach, and policies.
  • Create training programs or coordinate with partners on training that addresses critical topics such as harassment, safety in the workplace, social media usage, etc.
  • Develop or roll out existing support tools and resources designed to promote a healthy work environment.
  • Develop policies and procedures that support consistent employment decisions and analyze HR data regularly to assess for equitable outcomes; promptly adjust HR and management practices to resolve identified inequities or inconsistencies.
  • Develop and follow up on termination process to ensure community compliance.
• Onboarding
  • Collaborate with the operations team on the onboarding process for new hires—ensuring a smooth and welcoming transition that aligns with regulations while also addressing engagement & retention.
  • Collaborate with department heads to create role-specific training programs.
  • Continuously review & improve onboarding procedures based on feedback and best practices.
• Talent Management (Recruitment, Retention & Recognition)
  • Oversee recruitment, selection & retention strategies to ensure the organization attracts & retains top talent.
  • Implement comprehensive talent development programs to address employee skills development, succession planning & leadership development.
  • Assist communities in dynamic outreach recruitment strategies.
  • Administer the annual employee survey and work with communities on action plans.
  • Provide additional ways for employees to provide meaningful feedback.
  • Lead organizational employee recognition programs such as employee of the month, fun committee, kudos boards, etc.
  • Help promote the CAF program in the communities.
  • Assist with organizational change initiatives.
• Diversity, Equity, And Inclusion (DEI)
  • Promote diversity, equity, and inclusion within the workplace.
  • Develop policies and programs that enhance organizational culture and ensure equal opportunities for all employees.
  • Lead initiatives to promote a diverse and inclusive workplace.
  • Build inclusion and equity into organizational culture, employee engagement, and employee relations.
  • Provide training and awareness programs on DEI topics.

Qualifications

• Bachelor's degree in human resources, business administration, or related field; Master’s degree preferred.
• 10+ years of experience in HR-related field in a senior living environment.
• Proven experience as an HR Director.
• In-depth knowledge of performance management, employee relations, and DEI practices.
• Excellent communication, leadership, and interpersonal skills.
• Strong understanding of HR-related legislation, including time and labor legislation.
• Certification in human resources (e.g., SHRM-CP, SHRM-SCP) preferred.
• Ability to travel frequently, spending time in communities and assisting teams on the ground.
• High level of professionalism and commitment to our mission & values.
• Excellent organizational, coaching, and leadership skills, including the ability to lead and support diverse teams.
• Excellent people management skills, including the ability to foster collaboration and inclusion, provide individualized support to employees and foster a team culture of engagement and accountability.
• Effective, clear, and culturally aware communication verbally and in writing; ability to draft concise and factually accurate reports and documents, influence leadership in decision-making, and communicate community HR info clearly to the workforce.

Benefits

• Competitive Compensation Program – actual pay rate will be calculated based on relevant years of experience and education/certification requirements.
• Health Care: Medical, Dental and Vision plans.
• Savings and Spending accounts to set money aside tax-free for health care and dependent care expenses; HSA account includes employer contribution.
• Sick time accrues at 2.17 hours every pay period (24/year), available for use after 90 days.
• Paid time off accrues at 2.85 hours every pay period (24/year), available for use after 90 days.
• Floating Holiday: 3.47 hours accrues every pay period (24/year), up to 56 hours annually.
• Seven paid holidays: New Year's Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day and Christmas.
• Up to 3 days Bereavement Leave.
• Employer Paid Life Insurance.
• Traditional and Roth 401(k) with annual employer discretionary contribution after 12 months and 1000 hours worked; semi-annual enrollment.
• Cascadia Assistance Fund to provide financial help with hardships or continuing education.
• Employee Assistance Program.