Description

Nature of Work: The Director of Human Resources is responsible for leading and managing the day-to-day operations of the Human Resources department. This role partners with the Chief Human Resources Officer (CHRO) to support the effective implementation of HR strategies and polices and ensures consistent execution across the agency and provides operational leadership across key HR functions including employee relations, onboarding, workers’ compensation, compliance, and personnel records management.

The Director serves as the primary point of contact for employee relations matters and acts as a trusted advisor to managers and staff, promoting consistency, accountability, and a positive workplace culture. This role also provides direct supervision and leadership to HR Generalists, ensuring high-quality, consistent HR service delivery across the organization.

Essential Functions:

HR Operations Management

Oversee daily HR operations including onboarding, offboarding, personnel file management, and HRIS administration.
Ensure consistent and efficient HR processes across departments and locations.
Provide oversight and guidance to HR Generalists managing recruitment workflows, ensuring alignment with organizational standards and practices (without direct ownership of recruitment execution).
Ensure a positive and compliant onboarding experience for all new hires.

Leadership and Team Supervision

Supervise, coach, and support HR Generalists, providing direction, performance feedback, and professional development.
Ensure consistency in HR practices, documentation, and employee support across HR team members.
Conduct regular check-ins, performance evaluations, and development planning for direct reports.
Build team capacity through training, mentorship, and continuous improvement of HR service delivery.
Foster a collaborative, accountable, and solutions-oriented HR team culture.

Employee Relations and Organizational Culture

Serve as the primary point of contact for employee relations issues, providing guidance to managers and staff on performance concerns, conflict resolution, and policy interpretation.
Lead and conduct investigations into employee complaints, workplace concerns, and disciplinary matters, ensuring thorough documentation and consistent application of policy.
Provide coaching and support to supervisors on corrective action, performance management, and accountability practices.
Promote a culture of integrity, respect, and professionalism; ensure leaders model expected behaviors.
Identify trends in employee relations issues and recommend proactive strategies to improve engagement, retention, and workplace climate.
Support employee engagement initiatives, including stay interviews and feedback mechanisms.

Workers’ Compensation and Safety Coordination

Oversee and track all workers’ compensation claims and workplace injuries, ensuring timely reporting, documentation, and follow-up.
Serve as the primary liaison with insurance carriers, third-party administrators, and medical providers as appropriate.
Partner with leadership to support return-to-work planning and transitional duty assignments.
Monitor injury trends and collaborate with operations to reduce workplace risk and improve safety outcomes.

Compliance and Records Management

Ensure accurate, complete, and confidential maintenance of employee records in compliance with federal, state, and organizational requirements.
Support audits, reporting (EEO, OSHA, etc.), and compliance monitoring activities.
Apply HR policies consistently and provide guidance to ensure compliance with employment laws and internal standards.
Maintain documentation related to disciplinary actions, investigations, and employment decisions.

HRIS and Workforce Reporting

Maintain HR systems with accurate and up-to-date employee data.
Generate and analyze workforce reports (turnover, vacancies, employee relations trends, etc.) to inform leadership decision-making.
Identify opportunities to improve HR processes through system enhancements and data utilization.

Support to CHRO

Partner closely with the CHRO to implement strategic HR initiatives and organizational priorities.
Provide input on policy development, workforce planning, and organizational structure.
Assist with organizational change efforts, ensuring clear communication and consistent application across departments.
Participate in audits, compliance reviews, and external reporting as assigned.

Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the employee for this job. Duties, responsibilities and activities may change at any time.

Additional Expectations

Ability to work flexible hours, including occasional evenings or weekends, based on agency needs.
Travel between agency locations regularly.
Demonstrated commitment to confidentiality, ethical leadership, and equity in decision making.

Physical Requirements/Work Environment:

This position operates in both a professional office environment and program site settings.
Regularly required to sit, stand, walk, use hands to operate office equipment, and talk or hear in person and via phone or video conferencing.
May occasionally be required to lift up to 35 pounds (e.g., supplies, documents, equipment).
Must be able to travel independently between agency locations and to community meetings or events.
May require occasional evening or weekend hours depending on agency needs.
Must be able to remain flexible and responsive to unplanned situations, such as participation in incident response or facility concerns.

Qualifications:

Bachelor's degree in Human Resources, Business Administration, or related field required.
Minimum of three (3) years of progressive HR experience, with at least one (1) year in a leadership or supervisory role.
Strong working knowledge of employment law and HR best practices.
Demonstrated expertise in employee relations, investigations, and conflict resolution.
Experience managing workers’ compensation and workplace injury processes preferred.
Ability to manage sensitive and confidential information with professionalism and discretion.
Excellent written and verbal communication skills, including the ability to communicate effectively with stakeholders at all levels.
Demonstrated ability to manage complex systems, lead through change, and promote a positive organizational culture.
High proficiency in Microsoft Office applications and comfort with data systems and electronic documentation platforms.
Valid and insurable Maine driver’s license required.
Ability to pass required background checks, to include: Adult/Child Protective Services; criminal history; OIG Exclusion list; National Sex Offender Registry; Bureau of Motor Vehicles record; and Maine CNA Registry.

Requirements

Physical Requirements/Work Environment:

This position operates in both a professional office environment and program site settings.
Regularly required to sit, stand, walk, use hands to operate office equipment, and talk or hear in person and via phone or video conferencing.
May occasionally be required to lift up to 35 pounds (e.g., supplies, documents, equipment).
Must be able to travel independently between agency locations and to community meetings or events.
May require occasional evening or weekend hours depending on agency needs.
Must be able to remain flexible and responsive to unplanned situations, such as participation in incident response or facility concerns.

Qualifications:

Bachelor's degree in Human Resources, Business Administration, or related field required.
Minimum of three (3) years of progressive HR experience, with at least one (1) year in a leadership or supervisory role.
Strong working knowledge of employment law and HR best practices.
Demonstrated expertise in employee relations, investigations, and conflict resolution.
Experience managing workers’ compensation and workplace injury processes preferred.
Ability to manage sensitive and confidential information with professionalism and discretion.
Excellent written and verbal communication skills, including the ability to communicate effectively with stakeholders at all levels.
Demonstrated ability to manage complex systems, lead through change, and promote a positive organizational culture.
High proficiency in Microsoft Office applications and comfort with data systems and electronic documentation platforms.
Valid and insurable Maine driver’s license required.
Ability to pass required background checks, to include: Adult/Child Protective Services; criminal history; OIG Exclusion list; National Sex Offender Registry; Bureau of Motor Vehicles record; and Maine CNA Registry.

Summary

Join 3Rivers as our Director of Human Resources and play a pivotal role in shaping a strong, accountable, and people-centered workplace. In this leadership role, you will partner with the CHRO to bring HR strategy to life—guiding employee relations, supporting leaders, and ensuring consistent, high-quality HR practices across the agency. You’ll lead a team of HR Generalists, serve as the go-to expert for employee issues, and help foster a culture rooted in integrity, respect, and continuous improvement. If you are a collaborative leader who thrives on solving challenges, building strong teams, and making a meaningful impact, this is an opportunity to lead where it matters most.