Director of Human Resources

Description

At Adopt-A-Family of the Palm Beaches, we believe every family deserves stability, dignity, and the opportunity to thrive. For more than four decades, we’ve worked to strengthen our community by providing housing, support, and hope to families experiencing or at risk of homelessness. When you join our team, you become part of a mission-driven organization that shows up every day to help families build brighter, more secure futures.

Reporting directly to the Chief Executive Officer, the Director of Human Resources leads and oversees all human resources functions, including employee relations, performance management, talent acquisition, compensation and benefits, training and development, workforce planning, compliance, and Human Resource Information Systems (HRIS). 

This position serves as both a strategic business partner and a hands-on HR leader, responsible for developing and implementing people-focused initiatives while managing the daily operations of the Human Resources department. The Director fosters a positive, engaged, and high-performing workplace culture and ensures compliance with all applicable federal, state, and local employment laws and regulations while supporting the organization’s mission, values, and strategic objectives.

Essential Functions

Human Resources Leadership & Strategy

• Serve as the organization's senior Human Resources leader, providing strategic guidance and support to the Chief Executive Officer and leadership team on workforce planning, employee engagement, organizational development, and talent management.

• Develop, implement, and evaluate HR programs, policies, and initiatives that support the agency's mission, culture, and strategic objectives.

• Assist the CEO and leadership team with short- and long-term strategic planning, succession planning, organizational design, and workforce development initiatives.

• Monitor industry trends, employment law changes, and HR best practices, recommending and implementing changes as needed. 

Department Management & Supervision

• Direct the day-to-day operations of the Human Resources Department.

• Supervise, coach, and develop the Human Resources Assistant, providing guidance, training, and feedback.

• Establish departmental priorities, monitor workflow, and ensure timely completion of HR-related activities.

• Serve as a resource to employees and supervisors on HR policies, procedures, and employment-related matters.

Employee Relations & Performance Management

• Foster a positive, productive, and compliant work environment by providing guidance and support to employees and supervisors on employee relations matters, workplace concerns, conflict resolution, performance management, and policy interpretation.

• Lead and document workplace investigations and partner with supervisors and leadership to address employee performance and conduct issues, including coaching, corrective action, performance improvement plans, disciplinary actions, and separations.

• Coordinate with legal counsel and organizational leadership on complex employee relations matters and termination reviews when necessary.

• Manage and administer the organization's performance management processes, including 90-day, annual, and ongoing performance evaluations.

Talent Acquisition, Onboarding & Retention

• Lead the organization's recruitment and talent acquisition efforts to attract, hire, and retain qualified employees.

• Partner with hiring managers throughout the recruitment process, including job posting strategy, candidate screening, interviewing, selection, and offer recommendations.

• Develop and recommend employment offers, collaborating with the CFOO as appropriate and obtain final approval from the CEO.

• Oversee pre-employment screening processes, including background checks, employment verification, and onboarding compliance requirements.

• Facilitate new hire orientation and onboarding programs to support employee engagement and retention.

• Collaborate with leadership to identify current and future staffing needs and develop recruitment strategies accordingly.

Benefits, Compensation & HR Administration

• Oversee the administration of employee benefits programs, including health and welfare plans, retirement plans, leave programs, employee assistance programs, and voluntary benefits.

• Act as the primary liaison with benefit brokers, insurance carriers, retirement plan administrators, and HR vendors.

• Lead annual open enrollment activities, including planning, communication, system configuration, employee education, and auditing for accuracy.

• Provide guidance and support to employees regarding benefits, eligibility, and enrollment.

• Partner with the CFOO, Finance Team and HR staff to ensure accurate benefits administration, reconciliations, and compliance reporting.

• Evaluate benefit offerings and make recommendations to leadership to maintain competitive and cost-effective programs.

Training, Learning & Organizational Development

• Demonstrate understanding and commitment to Adopt-A-Family’s mission.

• Assess organizational training and professional development needs through collaboration with leadership and employee feedback.

• Develop, coordinate, facilitate, and evaluate training programs that support compliance, employee development, leadership growth, and organizational effectiveness.

• Manage learning management system content and maintain employee training records.

• Participate actively in all agency staff meetings, team meetings and collaborative projects to support organizational goals and build professional skills.

• Promote a culture of continuous learning and professional development throughout the organization.

• Participate in professional development opportunities such as webinars, certifications, or cross-training within the organization.

Compliance and Risk Management

• Ensure compliance with all applicable federal, state, and local employment laws and regulations.

• Develop, implement, and maintain HR policies, procedures, and employee handbook provisions.

• Coordinate required employment-related reporting, recordkeeping, audits, and compliance initiatives.

• Participate in agency audits and inspections and prepare supporting documentation as required.

• Ensure compliance with background screening, driver qualification, training, and other regulatory requirements.

Human Resources Information Systems (HRIS) & Information Management

• Oversee the administration, maintenance, and optimization of the Human Resources Information System (HRIS).

• Ensure integrity, accuracy, and confidentiality of employee records and HR data.

• Provide training and support to employees and managers on HR systems and related technologies.

• Maintain organizational charts, workforce data, employee records, and HR reporting.

• Collaborate with the CFOO, IT consultants, and administrative staff to support employee technology access, account administration, and related systems.

Communication & Collaboration

• Foster strong working relationships across all departments to support employee engagement and organizational effectiveness.

• Communicate HR initiatives, policy changes, compliance updates, and workforce information effectively to employees and leadership.

• Assist with staff meetings, employee communications, and organizational initiatives as needed.

• Serve as a trusted advisor to leadership and employees.

Other Duties

• Perform other duties and special projects as assigned.

Requirements

Education & Certification

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, Psychology or a closely related field required. 

• Master's degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, Psychology or a closely related field preferred. 

• Professional Human Resources certification preferred (SHRM-CP, SHRM-SCP, PHR, or SPHR). 

• Valid Florida driver's license and insurability under the agency's automobile insurance policy preferred.

Experience

• Eight (8) or more years of progressive Human Resources experience with increasing levels of responsibility. 

• Three (3) years of experience in a Human Resources leadership or management role preferred.  

• Demonstrated experience overseeing multiple human resources disciplines, including employee relations, talent acquisition, performance management, benefits administration, compliance, training and development, and HRIS administration. 

• Experience supporting an organization of 50 or more employees preferred. 

• Proven experience advising leadership on workforce planning, employee relations, organizational development, and human capital strategies. 

• Experience conducting workplace investigations, managing employee relations matters, and administering disciplinary and performance management processes. 

• Experience leading organizational change initiatives and implementing HR programs and policies. 

• Nonprofit experience preferred.

Technical Proficiency

• Advanced proficiency with Human Resources Information Systems (HRIS); Paylocity experience preferred. 

• Strong working knowledge of federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, EEO, COBRA, HIPAA, and related compliance requirements. 

• Proficiency in Microsoft Office Suite, including Word, Excel, Outlook, PowerPoint, and SharePoint.

• Ability to learn and effectively utilize new software applications and technologies. 

• Ability to train employees and managers on HR systems, policies, and procedures.

Communications

• Exceptional verbal, written, and interpersonal communication skills, with the ability to effectively communicate with employees at all organizational levels. 

• Demonstrated ability to exercise sound judgment, discretion, diplomacy, and confidentiality when handling sensitive and confidential matters. 

• Strong conflict resolution, facilitation, and negotiation skills. 

• Ability to build collaborative relationships with employees, supervisors, senior leadership, board members, external vendors, and community stakeholders. 

• Ability to present information clearly and professionally to individuals and groups.

Professional Initiative

• Demonstrated leadership characterized by integrity, accountability, professionalism, compassion, equity, and respect. 

• Ability to think strategically while remaining actively engaged in day-to-day HR operations. 

• Strong organizational and project management skills with the ability to manage multiple priorities and meet deadlines. 

• Ability to work independently, exercise sound judgment, and make informed decisions. 

• Proven ability to champion change, lead initiatives, and drive continuous improvement. 

• Adaptability and flexibility in responding to changing organizational needs and priorities. 

• Commitment to fostering a positive, inclusive, and high-performing workplace culture. 

• Ability to maintain professionalism and composure in high-pressure and complex situations.

Working Conditions

• Work is primarily performed in a professional office environment. 

• Local travel between agency locations and external meetings is required. 

• Frequent interaction with employees, supervisors, executives, board members, vendors, and community partners. 

• Regular use of standard office equipment, including computers, telephones, printers, copiers, and audiovisual equipment. 

• Occasional attendance at meetings, trainings, employee events, and agency functions outside normal business hours, including evenings and weekends. 

• Ability to respond to urgent employee relations, compliance, or operational matters outside regular business hours when necessary. 

• Exposure to sensitive and confidential information requiring a high degree of discretion and professionalism. 

• Occasional outdoor activities related to agency events, trainings, or interoffice travel.

Physical Requirements

• Prolonged periods of sitting and working at a computer. 

• Ability to communicate effectively in person, by telephone, video conference, and written correspondence. 

• Ability to move throughout agency facilities and work locations 

• Ability to stand, walk, bend, stoop, reach, and climb stairs 

• Ability to lift, carry, and move materials weighing up to 25 pounds 

• Ability to travel independently between agency locations and external meetings. 

• Valid driver's license, reliable transportation, and the ability to maintain insurability under the agency's automobile insurance requirements.

Compensation Range: $100,000 - $130,000 annually (dependent on experience)

Our Benefits Package 

At Adopt-A-Family of the Palm Beaches, we believe that taking care of our team allows them to take care of the community we serve. We offer a strong, comprehensive benefits package designed to support the well being, stability, and growth of every employee. Our benefits include:

• Health, Dental, and Vision Insurance 

• Generous Paid Time Off, including vacation, sick leave, and paid holidays

• Retirement Plan Options with employer match (if applicable)

• Employee Assistance Program (EAP) for confidential counseling and support

• Professional Development Opportunities to help you grow in your career

• Flexible Work Schedules for eligible positions

• Mileage or Travel Reimbursement for approved work related travel

• Additional wellness, recognition, or mission specific perks depending on role

Our Culture & Values

At Adopt A Family of the Palm Beaches, our culture is rooted in compassion, dignity, and an unwavering belief in the potential of every family we serve. We show up each day with purpose — to provide stability, hope, and opportunity to families experiencing or at risk of homelessness — and we support one another with the same care we extend to our community.

We value collaboration and teamwork, knowing that meaningful change happens when people work together. Our staff bring diverse perspectives, talents, and lived experiences, and we honor that diversity as a source of strength. We foster an environment where every voice is respected, ideas are welcomed, and learning is continuous.

Integrity guides our decisions, accountability shapes our actions, and empathy fuels our mission. Whether we are working directly with families, supporting programs behind the scenes, or strengthening partnerships across the community, we lead with heart and professionalism. When you join our team, you become part of a supportive, mission driven organization that believes in lifting families up — and lifting each other up along the way.

Adopt-A-Family of the Palm Beaches is an Equal Opportunity Employer committed to building a diverse and inclusive workplace. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, gender identity, or any other characteristic protected by law.

Employment with Adopt-A-Family of the Palm Beaches is at will. This means that either the employee or the organization may end the employment relationship at any time and for any lawful reason.

All offers of employment are contingent upon the successful completion of required background screenings. This may include verification of employment and education history, reference checks, criminal background checks and a review of credit history as permitted by appliable law. Certain positions within our organization require a Florida Level II Background Check, including fingerprinting and screening through state and federal databases, in accordance with Florida Statute 435.04. All screenings are conducted in accordance with federal, state, and local regulations, and results are kept strictly confidential. Applicants who do not meet the screening requirements may be disqualified from employment.

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By applying, you affirm that all information provided is true, complete, and accurate. Any false, misleading, or omitted information may result in disqualification from consideration or termination of employment.

Adopt-A-Family of the Palm Beaches maintains a drug free workplace. Candidates may be required to complete pre employment drug testing in accordance with applicable laws and organizational policy.