The Director of Human Resources is the organization's senior human resources executive and a key member of the Executive Leadership Team. Reporting directly to the Executive Director, this position provides strategic, enterprise-wide leadership for human capital, organizational culture, talent management, workforce planning, compensation and benefits, employee relations, leadership development, succession planning, compliance, and human resources operations. The Human Resources Director serves as a strategic advisor to the Executive Director, Executive Leadership Team, and, as requested, the Board of Directors on matters affecting people, culture, organizational effectiveness, and workforce risk.

The Director of Human Resources leads with integrity, sound judgment, emotional intelligence, discretion, accountability, and a commitment to Educare of Omaha, Inc.'s mission and values. The position is expected to balance strategic leadership with effective execution and to build systems that attract, develop, engage, retain, and support a diverse, high-performing, mission-driven workforce.

📍 LOCATION

Educare of Omaha, Inc. at Early Learning Center at Gateway (5810 South 42nd Street, Omaha, NE 68107), but serves all five of our schools.

🕒 SCHEDULE

Full Time (40 hours per week, Monday-Friday); 12 Months; Exempt. The typical work schedule is within the hours of 7:00am to 5:30pm, with flexibility available based on operational needs.

*DUTIES AND RESPONSIBILITIES

Strategic Human Capital Leadership and Executive Partnership

• Develops and executes a comprehensive human capital strategy aligned with Educare of Omaha, Inc.'s mission, strategic priorities, operating model, financial realities, and long-term sustainability goals.
• Serves as the principal human resources advisor to the Executive Director and a strategic thought partner to the Executive Leadership Team; provides timely analysis, recommendations, and counsel regarding workforce matters, organizational structure, culture, leadership, and risk.
• Participates actively in organization-wide strategic planning, budgeting, policy development, change management, and executive decision-making.
• Provides workforce and human capital information to the Board of Directors and appropriate Board committees when requested by the Executive Director, including material risks, trends, succession readiness, and organizational capacity.
• Leads the Human Resources department; establishes clear accountabilities, service standards, priorities, measures, and professional development expectations for Human Resources staff.

Talent Acquisition, Workforce Planning and Retention

• Designs and oversees workforce planning strategies that align staffing levels, competencies, and organizational structure with programmatic, contractual, regulatory, and financial requirements.
• Leads talent acquisition and retention strategies for executive, leadership, professional, and frontline positions, with particular attention to hard-to-fill early childhood education and support roles.
• Ensures recruitment, selection, onboarding, orientation, promotion, transfer, and separation practices are consistent, timely, equitable, legally compliant, and aligned with organizational policy.
• Uses workforce data to identify turnover trends, vacancy risks, talent gaps, and retention opportunities and implements targeted corrective or preventive strategies.

Employee Relations, Culture and Engagement

• Builds and sustains a respectful, accountable, inclusive, and mission-centered organizational culture in which employees understand expectations, receive timely feedback, and are treated fairly and consistently.
• Provides executive oversight of employee relations matters, workplace investigations, corrective action, conflict resolution, complaints, grievances, and other sensitive personnel matters; ensures appropriate documentation, confidentiality, consistency, and timely resolution.
• Advises leaders on effective employee relations, performance management, communication, professional boundaries, and application of organizational policies and Standards of Conduct.
• Leads employee engagement and culture assessment processes and partners with leaders to establish measurable action plans in response to findings.

Compensation, Benefits and Total Rewards

• Develops and maintains a competitive, internally equitable, fiscally responsible compensation philosophy and wage structure, including periodic market analysis, pay equity review, job evaluation, and salary administration.
• Provides executive oversight of employee benefit programs, leave administration, retirement plans, workers' compensation coordination, and other total rewards programs in collaboration with external brokers, vendors, and internal partners.
• Evaluates the effectiveness, competitiveness, utilization, and cost of compensation and benefit programs and presents recommendations to the Executive Director for decision and, when appropriate, Board consideration.

Performance Management, Leadership Development and Succession

• Leads an organization-wide performance management system that establishes clear expectations, supports accountability, differentiates performance, and connects individual goals to organizational priorities.
• Develops and oversees leadership development, supervisory training, coaching, and professional development strategies that strengthen the capabilities of current and emerging leaders.
• Creates and maintains a formal organization-wide succession planning program for executive, leadership, and other mission-critical roles, including identification of key positions, readiness assessment, development plans, and continuity strategies.
• Partners with leaders to identify high-potential employees and create equitable internal pathways for advancement and career development.

Compliance, Risk Management and Policy Governance

• Maintains current knowledge of applicable federal, state, and local employment laws and regulations and ensures Human Resources policies, practices, records, and procedures are reviewed and updated as needed.
• Ensures Human Resources practices support compliance with applicable Head Start Program Performance Standards, Educare requirements, child care licensing requirements, contractual obligations, funder requirements, and organizational policies.
• Oversees required employment-related reporting, personnel documentation, background screening, training, credential tracking, and record retention in accordance with applicable requirements.
• Identifies and communicates significant workforce, employment, safety, or compliance risks to the Executive Director promptly and coordinates corrective action with legal counsel, insurers, vendors, or other advisors as appropriate.
• Maintains a current Employee Handbook and Human Resources policy framework and ensures policies are communicated, implemented, and applied consistently.

Human Resources Operations, Technology and Analytics

• Provides executive oversight of Human Resources information systems, personnel files, records management, payroll-related Human Resources inputs, reporting, and data governance to support accurate and secure workforce administration.
• Establishes and monitors Human Resources metrics, dashboards, service standards, and internal controls; uses data to evaluate effectiveness and inform executive decision-making.
• Develops efficient, user-centered Human Resources processes and leverages technology to improve accessibility, accuracy, timeliness, compliance, and employee experience.
• Prepares and manages the Human Resources department budget within approved parameters and demonstrates responsible stewardship of organizational resources.
• Performs other duties and responsibilities as assigned by the Executive Director and reasonably related to the position.

*SELF-MANAGEMENT & LEADERSHIP

• Advanced knowledge of strategic human resources leadership, employment practices, organizational development, compensation, benefits, employee relations, performance management, workforce planning, succession planning, and talent management.
• Demonstrated ability to serve as a trusted executive advisor, exercise independent judgment, manage highly sensitive matters, and communicate complex workforce issues clearly to executives, managers, employees, and Board members.
• Strong analytical capability, including the ability to interpret workforce data, identify trends and risk, develop metrics, evaluate compensation structures, and translate findings into practical recommendations.
• Demonstrated skill in leading organizational change, building culture, strengthening leadership capacity, and implementing sustainable systems across multiple sites or departments.
• Excellent written, verbal, facilitation, conflict-management, negotiation, presentation, and interpersonal skills.
• High degree of discretion, emotional intelligence, credibility, diplomacy, objectivity, and professionalism.
• Advanced proficiency with Human Resources information systems and common business applications, including Microsoft Word, Excel, PowerPoint, and collaboration platforms.
• Ability to prioritize multiple complex matters, manage deadlines, and maintain effective performance in a dynamic, mission-driven environment.

* EDUCATION

• Master's degree from an accredited college or university in Human Resources Management, Organizational Leadership, Business Administration, Public Administration, Industrial/Organizational Psychology, Labor/Employment Relations, or a closely related field is required.

*QUALIFICATIONS

• Minimum of ten (10) years of progressively responsible Human Resources experience, with substantial responsibility across multiple Human Resources disciplines.
• Minimum of five (5) years of senior-level Human Resources leadership experience with responsibility for leading staff, advising executive leadership, and developing organization-wide Human Resources strategy and systems.
• Demonstrated experience with complex employee relations matters, policy administration, workforce planning, compensation and benefits, performance management, leadership development, and organizational change.
• Experience in a not-for-profit, early childhood education, education, human services, healthcare, or other highly regulated mission-driven environment strongly preferred.
• Experience supporting a multi-site workforce and working with governing boards, Board committees, legal counsel, insurance advisors, benefit brokers, and/or external Human Resources partners preferred.
• SHRM-SCP, SPHR, or comparable senior-level Human Resources professional certification strongly preferred.

* WHAT'S IN IT FOR YOU?

• Generous Paid Time Off:

• Up to 96 hours vacation and 96 hours sick time in your first year
• 10 paid holidays, including your birthday

• Competitive Pay & Benefits:

• Starting at $130,000 Annually (based on experience and tenure)
• Medical premiums starting at $40.32 per paycheck
• No copays for mental health therapy
• Dental, vision, FSA, life insurance, short-term disability, and more
• 403(b) retirement plan with 3% employer match
• Public Service Loan Forgiveness Eligible

• Thrive in Your Career:

• Ongoing coaching and professional development
• Tuition assistance available
• No contracts