Role Overview The Director of Human Resources serves as a strategic people leader responsible for designing and executing a comprehensive human resources function that drives organizational performance, fosters an exceptional employee experience, and ensures legal compliance. This role partners closely with the Chief Administrative Officer to align people strategy with business objectives across all stages of the employee lifecycle.
This role is both hands-on and high impact, combining operational excellence with long-term strategic planning to drive organizational performance and foster a thriving workplace culture.Work Location: This position is 100% onsite at our Scottsdale Corporate Office.
Duties and responsibilitiesStrategic HR Leadership- Partner with the Chief Administrative Officer to align HR strategy with business goals, organizational priorities, and long-term growth objectives.
- Serve as a key contributor to strategic planning, workforce design, and change management initiatives.
- Translate business strategy into actionable HR programs that strengthen organizational capability and resilience.
- Advise leadership on workforce trends, people-related risks, and opportunities that impact business performance.
Employee Relations- Act as a trusted advisor to leaders and employees on complex workplace matters.
- Foster a culture of accountability, transparency, collaboration, and mutual respect.
- Lead conflict resolution efforts and employee investigations while ensuring fair and legally compliant outcomes.
- Develop engagement and retention strategies that improve employee satisfaction and reduce turnover.
- Monitor employee sentiment through surveys, feedback channels, and workforce analytics.
Performance Management & Talent Development- Lead the organization's performance management strategy, emphasizing continuous feedback and employee development.
- Design and implement leadership development programs, executive coaching initiatives, and succession planning processes.
- Partner with department leaders to identify and develop high-potential talent.
- Establish performance standards and calibration processes that ensure consistency and fairness across the organization.
- Evaluate and enhance performance management systems and tools.
Total Rewards Strategy- Design, evaluate, and administer competitive compensation and benefits programs.
- Partner with leadership to ensure compensation practices are equitable, compliant, and aligned with business objectives.
- Lead annual compensation reviews, market benchmarking studies, and benefits evaluations.
- Develop and communicate a compelling total rewards philosophy.
- Oversee incentive, bonus, and other reward programs.
Compliance & Risk Management- Ensure compliance with all federal, state, and local employment laws and regulations.
- Maintain and update company policies, procedures, and employee handbook materials.
- Conduct HR audits and proactively identify areas of organizational risk.
- Partner with legal counsel on investigations, accommodations, employment actions, and other complex matters.
- Develop and administer compliance-based training programs for leaders and employees.
Culture & Engagement- Champion initiatives that strengthen company culture, employee engagement, and organizational values.
- Lead internal communication strategies that keep employees informed and connected to the company's mission.
- Track and report engagement and culture metrics, utilizing data to drive continuous improvement.
HR Operations- Oversee HR systems, technology platforms, and employee data management processes.
- Develop HR analytics and reporting capabilities to support workforce planning and business decision-making.
- Drive process improvements that enhance employee and manager experiences.
- Manage HR vendors and external partnerships to ensure quality service and cost effectiveness.
- Ensure operational excellence across all HR functions.
Team Leadership & People Management- Lead, mentor, and develop the HR team through ongoing coaching, feedback, and professional development.
- Establish clear expectations, goals, and accountability measures for team members.
- Conduct regular one-on-one meetings and team meetings to align priorities and remove obstacles.
- Support career growth and development planning for each member of the HR team.
- Delegate responsibilities strategically to maximize team effectiveness and build capability.
- Recognize strong performance and address performance concerns in a timely and constructive manner.
Qualifications- Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred.
- 10+ years of progressive human resources experience, including at least 5 years in a leadership role.
- Strong knowledge of federal and multi-state employment laws, regulations, and HR best practices.
- Experience within financial services or another highly regulated industry strongly preferred.
- Experience with HRIS platforms and HR technology optimization.
- Exceptional leadership, communication, interpersonal, and strategic planning skills.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Benefits- $185,000+ base salary plus bonus, depending on experience.
- 401(k) with a matching contribution up to 13%.
- United Healthcare PPO medical coverage for employees, paid by the company.
- Delta Dental PPO, United Healthcare Vision, Short Term Disability, Long Term Disability, Life Insurance, and many more voluntary options.
- Generous holidays and PTO.
- Future career growth opportunity.
Come and join a team that is making a difference in their clients and employee's lives! 
