Community HR Director

Job Title: Community HR Director
Location: Weston, MA
Employment Type: Full-Time
Department: Administration General

Compensation: $70,000 - $85,000

Overview: The Community HR Director plays a critical role in leading the day-to-day operations of the human resources function within the community with the goal of reducing turnover and improving associate satisfaction. This role is responsible for overseeing HR activities, ensuring alignment with company policies and fostering a positive work environment. Key responsibilities include recruitment and onboarding, employee relations, training and development, progressive discipline, payroll coordination and benefits administration, and community culture.

Key Responsibilities:

• Recruitment and Onboarding
  • Validate job requisitions against budgetary constraints and organizational needs to ensure accurate and necessary hiring.
  • Create compelling and accurate job postings across various platforms, including company career sites, job boards, and social media.
  • Review resumes and applications to identify qualified candidates, conduct initial phone screens, and assess fit for the role and company culture.
  • Schedule and conduct interviews with candidates, collaborating with hiring managers to evaluate skills, experience, and cultural fit. Provide feedback and recommendations to decision-makers.
  • Manage the offer process by preparing offer letters, negotiating terms with candidates, and ensuring timely communication.
  • Oversee the completion of all required onboarding documentation, including background checks, I-9 verification, and other legal and company-specific requirements.
  • Facilitate a structured onboarding program to introduce new hires to company policies, procedures, and culture. Ensure all required training and certifications are completed.
  • Assist new employees in acclimating to their new environment by providing resources, answering questions, and facilitating introductions to team members.
  • Represent the organization at job fairs, networking events, and industry and/or community centric events to build relationships with potential candidates and promote the company's brand.
  • Develop and maintain partnerships with local schools, colleges, universities, and technical programs to create a robust pipeline of emerging talent.
  • Implement strategies to maintain ongoing engagement with potential candidates, including creating and nurturing talent pools for future hiring needs.
• Training & Development:
  • Schedule and conduct orientation for new hires.
  • Coordinate job-specific training and onboarding sessions to equip new hires with the skills and knowledge needed for their roles. Monitor progress and provide support as needed.
  • Identify training needs and coordinate the delivery of training programs to enhance employee skills and performance.
  • Support leadership development initiatives and succession planning efforts through LMS curriculum assignment and career path planning.
  • Oversee training compliance with all relevant industry, state and federal requirements including compliance with monthly in-services.
• Employee Relations:
  • Serve as key point of contact and resource for employees and management on HR-related matters, including conflict resolution, workplace concerns, and policy interpretation.
  • Collaborate with Executive Director to complete employee investigations including but not limited to: employee/resident complaints, policy and procedure violations, and other employment matters.
  • Advise and assist community leadership in executing progressive discipline processes.
• Performance Management:
  • Support the performance evaluation and development process, ensuring timely and constructive feedback is provided to employees.
  • Work with managers to address performance issues and develop improvement plans through expanded use of talent management (i.e., Red/Yellow/Green process).
  • Facilitate the exit interview process and analyze turnover trends to improve retention strategies.
  • Perform and track 30, 60, 90-day check-ins on new hires and conduct stay interviews with current employees to lengthen tenure and strengthen community culture.
• Payroll Coordination and Benefits Administration:
  • Responsible for accurate data entry into the HRIS including but not limited to pay changes, status changes, classification changes etc.
  • Ensures complete and accurate timecard entries and schedule usage as well as training Department Heads on time and attendance system.
  • Serving as the first point of contact for payroll and benefit inquiries for community employees.
  • Assist with the new hire enrollment and administration of employee benefits and compensation programs.
  • Support benefits communications and open enrollment at the community level.
  • Collaborate with accounting on any payroll issues in a timely manner.
  • Manages disbursement of payroll checks and encourages employees to enroll in direct deposit.
• Community Culture:
  • Advance a positive and inclusive community culture by promoting employee engagement and satisfaction.
  • Attend regular staff meetings to stay informed and address any HR-related concerns.
  • Proactive day-to-day communication with staff on important messaging, updates, and initiatives.
  • Implement and support company-wide initiatives to enhance team cohesion and morale.
• Compliance & Reporting:
  • Maintain and update employee files and labor law posters, ensuring that all records are accurate, up-to-date, and compliant with state regulations, company policies and legal requirements.
  • Prepare and submit HR reports as required by company leadership.
  • Ensure the confidentiality of sensitive employee information and maintain compliance with privacy regulations.
  • Administer all people processes including leave management, Workers Compensation, OSHA, EEO reporting and unemployment claims with coordination from Home Office HR team.
  • Assist with the implementation of company-wide HR policies and procedures within the community.

What We are Looking For:

• Bachelor's degree in human resources or related field is required; master's and/or SHRM Certified preferred
• At least five (5) years' experience in Human Resources.
• Proficiency in HRIS and payroll systems.
• Experience in healthcare industry preferred.
• Ability to manage multiple priorities and work in a fast-paced environment.
• Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.

Why You’ll Love Working With Us:

• Innovative Culture: We are a group of smart, forward-thinking and compassionate pros dedicated to enhancing the lives of our residents through service excellence, creative and meaningful programs and continuous innovation.
• HEART: We recognize Humor, Empathy, Autonomy, Respect and Trust as core values that guide our work.
• Growth Opportunities: We promote and foster career development and continuous learning.
• Work-Life Balance: We value autonomy, flexibility and a family-friendly supportive workplace.
• Competitive Comp and Benefits: We offer a competitive compensation package including monthly commissions, bonus, health insurance, 401K with match, paid time off, and more. Inspir believes in rewarding top talent and dedication, depending upon years of experience and commitment to the company. Inspir strives for transparency, reviewing pay periodically, to be the industry leader in recruiting talent like you

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)