Director, Human Resources

Position: Director, Human Resources
Status: Full-time, Exempt

Supervisor: Vice President of Human Resource

Work Location: In-Office

Hemophilia of Georgia (HoG) is a nationally and internationally recognized nonprofit organization that provides programs and support services for people with hemophilia, von Willebrand Disease, and other bleeding disorders. HoG is the only agency of its kind in the state and is dedicated to enhancing the health and wellness of the bleeding disorder community by providing excellence in comprehensive health care, education, advocacy, and the support of research to transform lives.

Commitment to HoG Culture:
Maintain a positive work atmosphere by acting and communicating in a manner so that you work productively, effectively, and efficiently with customers, clients, co-workers, and management.

Hemophilia of Georgia operates an annual summer camp program for children and teens with hemophilia and other inherited bleeding disorders. Camp is typically held in the summer (which may include the Fourth of July) and runs Saturday-Friday, and the date changes each year. Camp is an agency-wide, strategic priority; therefore, all exempt employees must participate. Assignments may include duties at camp, helping campers get to and from camp, and may involve overnight travel. The Director of Camp & Client Events will provide advance notice to exempt employees of where support is needed. PTO requests during the week of camp are generally not approved; however, PTO requests for extenuating circumstances will be reviewed on a case-by-case basis by the Chief Community Engagement Officer.

Position Overview:
The Director of Human Resources (HR) will lead the HR function for a self-funded, non-profit organization, managing all aspects of human resources operations. This includes overseeing recruitment, employee relations, compliance, compensation and benefits, training, and organizational development. Under the direction of the Vice President, Human Resources, the Director will work closely to research, identify and implement HR strategies that align with the organization's mission, goals, and values while fostering a positive work environment. This role leverages HR expertise/experience to help solve business problems; provides leadership support in the research, implementation, design, development, communication and delivery of HR plans and initiatives intended to meet the needs of the business. This role builds relationships across all departments and Leadership to influence change; directs and leads efforts to improve team member development, engagement, productivity, retention and measures effectiveness. The Director, Human Resources reviews pertinent rules and regulations that affect HoG’s operations and prepares written policies and procedures to keep pace with regulatory changes. The Director, HR assists with the development and implementation of the agency’s strategic plan.

Qualifications:

Bachelor’s degree is required.

Professional certification PHR/SPHR/CP/SCP level or graduate degree in related field.

A minimum of ten years of progressive HR experience, with at least 5 years in a management or leadership role.

Project Management experience with research, researching, identifying and implementing HR process and procedures.

Must have high level of interpersonal skills to handle sensitive and confidential situations. Position continually requires demonstrated poise, tact and diplomacy.

Key Responsibilities:

HR Leadership & Strategy:

Develop and implement HR strategies that support the organization’s overall mission, vision, and goals.

Advise leadership and department heads on all HR-related matters.

Foster a positive organizational culture that promotes diversity, equity, inclusion, and employee engagement.

Drive continuous improvement initiatives within HR processes and systems.

Develop effective lines of communication and maintain confidentiality to establish credibility with management and employees.

Act as advisor on HR issues to leadership team of organization. Serve as a resource for staff and managers for employment laws and policies that affect the agency.

Recruitment & Talent Acquisition:

Oversee full-cycle recruitment, from posting job openings to interviewing and onboarding new employees.

Develop and maintain effective recruitment strategies to attract top talent for various roles across the organization.

Redesign a smooth and welcoming onboarding experience for all new employees.

Employee Relations & Performance Management:

Act as a resource for managers and staff in resolving workplace conflicts and addressing employee concerns.

Guide and support performance management processes, including goal setting, evaluations, and corrective actions.

Ensure that employee grievances are handled in a fair, legal, and consistent manner.

Compensation & Benefits Administration:

Work with VP of HR to oversee compensation structures to ensure competitive and equitable pay practices.

Work with VP of HR to administer and evaluate the self-funded health benefits program, ensuring cost-effectiveness while maintaining employee satisfaction to include setting up open enrollment.

Monitor market trends for compensation and benefits offerings, making recommendations for improvements when needed.

Work with external brokers or consultants to manage and optimize health insurance plans, wellness programs, and retirement plans.

Compliance & Risk Management:

Ensure compliance with federal, state, and local labor laws and regulations, including OSHA, FMLA, ADA, ERISA, and other relevant legislation.

Maintain accurate and up-to-date HR records and documentation in compliance with legal and organizational requirements.

Lead internal audits related to HR processes and policies to mitigate organizational risk.

Develop and implement workplace safety initiatives, including employee training and emergency procedures.

Organizational Development & Training:

Design and implement employee development programs, including leadership training, career development, and skill-building initiatives.

Foster a culture of continuous learning by identifying organizational training needs and providing relevant resources.

Assist in succession planning and talent development strategies to ensure the long-term success of the organization.

HR Technology & System Utilization Data-Driven Decision Making:

Familiar with HRIS and advanced analytics platforms to track HR metrics, generate reports, and develop dashboards for leadership.

Ability to collect, analyze, and interpret workforce data to make informed decisions on talent acquisition, retention, and organizational development.

Experience in using HR analytics tools (Excel, PayScale/PayFactors).

Additional Responsibilities:

Additional duties as assigned by the VP of HR or Leadership team members.

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