DescriptionPosition Title: Director, Human Resources
Reporting to: Chief People Officer
Location: 501 W Franklin St, Chapel Hill, NC (In Office)
Compensation: $125,000-$145,000, depending on experience, plus bonus and benefits
Position Summary:We are looking for an experienced Director, Human Resources to own the operational backbone of our People function and serve as the primary HR Business Partner (HRBP) for all managers and directors across the company. This is a high-impact, high-autonomy role designed for a data-driven, operational leader who thrives in a fast-paced environment and knows how to build scalable HR workflows.
Reporting directly to the Chief People Officer, the Director, Human Resources will take full ownership of day-to-day HR execution, manager advisory, and employee relations. Additionally, the Director, Human Resources will directly manage HR Coordinator's and serve as a trusted partner and mentor to colleagues, ensuring our People operations scale seamlessly with our growth.
Given the importance of supporting onsite team members in Well's operations center along with integrating closely with other administrative functions, the Director, Human Resources is expected to be onsite daily in the company's Chapel Hill location.
Responsibilities:1. Manager Advisory & Employee Relations (Company-Wide & Onsite)- Cross-Functional HRBP: Serve as the primary HR Business Partner and trusted advisor to all managers and directors across the organization, coaching them on performance management, documentation, PIPs, and terminations.
- Onsite Member Services Partnership: Provide dedicated, high-touch onsite HRBP support to the Member Services department in Chapel Hill, deeply understanding their unique operational workflows and frontline team dynamics.
- Investigations & ER Ownership: Lead workplace investigations and resolve employee relations issues with sound judgment, empathy, and appropriate urgency. Partner with legal counsel on complex ER matters as needed.
2. People Operations, Analytics & Team Leadership- Operations Management: Directly manage, mentor, and develop the HR Coordinators, who own the company-wide administrative and data layer (including HR Jira tickets, UKG Ready workflows, and digital I-9 compliance) as well as support talent management and recruitment.
- Data, Audit & Systems Oversight: Maintain data integrity across our HRIS (UKG Ready) and Google Drive. Oversee regular system and annual HR audits to ensure compliance with record retention schedules and I-9 requirements.
- Metrics Reporting: Oversee the creation of regular people data reports and dashboards (headcount, attrition, DEIB metrics) to provide analytical workforce snapshots for leadership.
- Compliance & Policy: Ensure strict compliance with federal and state employment laws; manage required postings, trainings, and filings. Own the employee handbook, managing annual reviews, updates, and manager communications.
3. Mentorship & Collaboration- Colleague Mentorship & Strategic Partnership: Act as a partner and mentor to colleagues in expanding their skillset (e.g., into complex employee relations and workplace investigations) and co-designing and executing talent, performance and engagement programs.
- Process Optimization & AI Championing: Identify operational inefficiencies and collaborate across the team to pilot AI-powered tools that create lift for their respective functions (e.g., automated benefits workflows, recruiting efficiency).
Requirements- 7+ years of progressive HR experience, with at least 3 years in an HRBP, HR Manager/Senior Manager, or HR Director role at a company with >250 employees (500+ preferred).
- Strong data and analytical skills with fluency in using spreadsheets (Google Sheets preferred) for complex reporting, data cleaning, analysis, and dashboard generation.
- Proven project and program management skills, with a track record of driving HR initiatives from conception to successful company-wide implementation.
- Deep experience in employee relations, including conducting formal investigations and advising managers through difficult conversations; experience with both exempt and non-exempt workforces is a strong plus.
- Strong command of federal and state employment law with the practical ability to apply it to real-world scenarios.
- Proficiency with HRIS platforms (UKG experience is a plus).
- Demonstrated comfort using AI tools in day-to-day work; evidence of having used AI to automate workflows or tasks; ability to evaluate HR-specific AI solutions with an eye toward both efficiency and risk (bias, data privacy, compliance).
- High emotional intelligence and exceptional communication skills-you can deliver hard messages clearly and with care.
- SHRM-SCP or SPHR certification preferred.
