Director of Human Resources, Concord, MAAbout the OpportunityThis is a pivotal moment for Minute Man Arc, and the Director of Human Resources will play a central role in strengthening the agency's people infrastructure and supporting its next chapter. Reporting directly to the CEO and serving as a member of the Senior Leadership Team, the Director of Human Resources is both a senior HR leader and an active practitioner. This role sets direction for the HR function, serves as a strategic business partner to agency leadership, and remains actively engaged in the day-to-day work required to support leaders, employees, and the organization. The Director is responsible for building a credible, responsive, and well-governed HR function that supports approximately 220+ employees across a complex, multi-program human services organization.
The ideal candidate is a hands-on HR leader and subject matter expert who can move comfortably between strategy and execution - advising organizational leaders, solving complex employee matters, improving systems and processes, and ensuring the fundamentals of HR are executed consistently and effectively. The Director will partner closely with agency directors and leaders to understand their programs, workforce needs, operational challenges, and goals and translate those needs into practical people strategies and solutions. A major early priority will be optimizing and implementing the HRIS so that workflows, data, reporting, employee processes, and manager experiences are efficient and reliable. The HR Manager and Payroll Coordinator report to this position.
What Success Looks Like After One Year- The HRIS is effectively implemented and optimized, with reliable data, clearly defined ownership, streamlined workflows, useful reporting, and stronger adoption by managers and employees.
- HR is viewed across the agency as a credible, trusted, and responsive business partner. Directors and managers proactively engage HR for guidance, experience consistent and practical support, and understand the rationale behind HR practices and decisions.
- Core HR processes, policies, workflows, documentation, and governance are clearly defined, consistently applied, and easier for managers and employees to navigate.
- The HR function has stronger structure, accountability, service standards, and role clarity. The HR team operates effectively and consistently, while the Director remains accessible and hands-on when the work requires direct practitioner involvement.
- Leaders and employees experience more consistent practices across the employee lifecycle, including recruitment, onboarding, performance management, employee relations, leaves, benefits, training, and offboarding.
- Change initiatives are introduced and sustained through thoughtful planning, communication of the why, stakeholder engagement, training, support, and follow-through, increasing adoption and helping new systems, processes, and expectations become part of how the agency operates.
- HR data and key workforce metrics are regularly reviewed with leadership to identify trends, inform decisions, and establish priorities for retention, recruitment, employee experience, and organizational effectiveness.
Essential Functions, Duties and ResponsibilitiesStrategic HR Leadership & Business Partnership- Serve as a Senior HR business and thought partner to the CEO, Senior Leadership Team, directors, and managers, connecting people practices to agency goals, program needs, and operational priorities while providing practical, hands-on HR leadership when needed.
- Build trust and credibility across all levels of the agency through visible, responsive, practical, and consistent HR partnership.
- Take ownership of the HR function from strategy through execution, ensuring HR priorities translate into practical, sustainable processes and effective day-to-day practices that support Minute Man Arc's mission, values, workforce needs, and long-term organizational goals.
- Advise leaders on workforce planning, organizational design, talent management, employee relations, retention, performance, and culture.
- Build trusted partnerships with directors and managers by understanding their programs, workforce needs, operational challenges, and goals; coach and advise leaders to strengthen people leadership, decision-making, accountability, and consistent application of agency practices.
- Establish and monitor meaningful HR metrics and dashboards, including turnover, vacancies, time-to-fill, employee relations trends, leave activity, onboarding/offboarding, and other workforce indicators.
- Manage the HR budget and recommend investments in systems, programs, vendors, and resources that improve the employee experience and HR effectiveness.
HR Infrastructure, HRIS & Process Optimization- Lead the implementation, optimization, governance, and ongoing administration of the agency HRIS, ensuring accurate data, effective workflows, appropriate access, and strong user adoption.
- Assess, build, document, and continuously improve core HR processes, policies, workflows, tools, standard operating practices, and governance to create greater consistency, efficiency, accountability, clarity, and sustainability across the organization.
- Use technology, automation, data, and continuous improvement practices to reduce manual work, improve service, strengthen compliance, and create a more consistent manager and employee experience.
- Ensure HR records, employee profiles, acknowledgments, time and attendance information, benefits data, and other system information are accurate, secure, and maintained appropriately.
- Develop clear HR governance and escalation practices so decisions are made at the appropriate level, guidance is consistent, and accountability is understood.
Change Management & Organizational Effectiveness- Lead the people side of organizational and HR-related change by assessing impact, engaging stakeholders, communicating the why, developing communication and training plans, supporting adoption, and reinforcing new practices after implementation.
- Partner with leadership to identify organizational or workforce challenges and translate them into practical action plans, timelines, and measures of success.
- Promote a culture of accountability, transparency, safety, collaboration, and continuous improvement.
- Lead employee engagement and retention initiatives that strengthen connection to mission, communication, development, and the overall employee experience.
Employee Relations & Performance Management- Serve as the primary resource for complex employee relations matters, ensuring fair, consistent, timely, and legally compliant handling of performance concerns, disciplinary actions, grievances, investigations, and workplace issues.
- Provide managers and directors with coaching, tools, and documentation support for performance management, corrective action, feedback, and employee development.
- Partner with legal counsel and other external resources on complex employee relations, investigations, and regulatory matters as appropriate.
- Oversee and strengthen the performance management process, including goal setting, check-ins, evaluations, development planning, and related compensation actions.
Talent Acquisition, Onboarding & Retention- Lead proactive and structured recruitment strategies across programs, with particular attention to direct support professionals, drivers, and other hard-to-fill roles.
- Partner with program leaders to forecast staffing needs, strengthen candidate pipelines, improve time-to-fill, and support workforce planning.
- Oversee full-cycle recruiting practices, including employer branding, sourcing, selection processes, background checks, offers, and hiring manager partnership.
- Design and oversee a consistent onboarding experience that prepares new employees for success and reinforces Minute Man Arc's mission, expectations, culture, and required practices.
- Develop retention strategies informed by workforce data, employee feedback, exit information, and operational needs.
- Develop and communicate career pathways and professional growth opportunities that support internal mobility and long-term retention.
Compensation, Benefits, Payroll & Leave Administration- Oversee compensation and benefits programs, supporting competitive, equitable, compliant, and sustainable practices.
- Conduct or coordinate periodic compensation benchmarking and recommend changes based on market information, internal equity, and organizational needs.
- Oversee benefits administration and annual open enrollment, including plan changes, employee communication, system configuration, and vendor partnership.
- Oversee employee leave administration and ensure coordination with employees, managers, state programs, legal counsel, consultants, and benefit providers as needed.
- Provide oversight of payroll administration and related HR/payroll processes to support accuracy, timeliness, appropriate controls, and clear accountability.
Learning, Development & Training- Design and oversee a strong learning and development infrastructure in collaboration with the Director of Quality and Training, including orientation, required training, manager development, and ongoing employee development.
- Ensure required direct-care competencies, safety protocols, annual/refresher training, and regulatory training are completed and appropriately documented.
- Partner with the Director of Quality on incident reporting, safety training, compliance-related education, and related workforce practices.
Compliance, Policy & Risk Management- Ensure HR practices comply with applicable federal, state, and local employment laws and regulatory requirements, including PFML, FMLA, ADA, FLSA, OSHA, and applicable DDS/DPH requirements.
- Develop, review, maintain, and communicate HR policies, the employee handbook, and related procedures, ensuring changes are thoughtfully implemented and understood.
- Maintain accurate, confidential, and compliant personnel records and HR documentation.
- Oversee workers' compensation, unemployment, leave administration, employment-related audits, and other HR compliance processes.
- Partner with DDS, DPH, and other regulatory bodies as needed on workforce and staffing-related compliance matters.
- Maintain current knowledge of employment law, HR best practices, regulatory changes, and emerging technology that may affect the agency or enhance the HR function.
HR Team Leadership- Lead, coach, and develop the HR Manager and Payroll Coordinator, establishing clear roles, responsibilities, workflows, service expectations, priorities, and accountability while remaining willing and able to step into the work when needed.
- Build a collaborative, high-performing HR team that provides consistent guidance, follows through on commitments, and balances strong day-to-day execution with strategic partnership and organizational priorities.
- Assess team capacity, workflows, and capabilities and recommend changes or development needed to support a strong, sustainable HR function.
- Model Minute Man Arc's values, professionalism, discretion, sound judgment, and commitment to service in all interactions.
Education, Experience, Skills and Competencies Required- Bachelor's degree or equivalent years of experience.
- Minimum of 7 years of progressive human resources experience, including significant HR leadership and people management responsibility.
- Experience leading change and influencing adoption across leaders, managers, and employees.
- Exceptional relationship-building, coaching, verbal, and written communication skills.
- Experience having established infrastructure, policy and process which aids in credibility at all levels of the organization.
- Demonstrated experience strengthening or building basic HR infrastructure such as policy, processes, workflows, and governance while ensuring compliance.
- Demonstrated experience implementing, optimizing, or administering an HRIS and using HR technology and data to improve processes and decision-making.
- Strong knowledge of Massachusetts and federal employment law and practical experience applying requirements in a complex employment environment.
- Experience managing complex worker's compensation matters.
- Demonstrated expertise across employee relations, talent acquisition, performance management, compensation, benefits, leave administration, compliance, and employee lifecycle practices.
- High emotional intelligence, integrity, discretion, sound judgment, and the ability to navigate sensitive and confidential matters
- Strong analytical, problem-solving, project management, and organizational skills; able to manage competing pr
