Carlton Manor, Inc.

Oversee all HR functions including recruitment, onboarding, compliance, employee relations, benefits, payroll backup, and exit processes to support organizational growth and culture. | Bachelor's degree in HR or related field, 5+ years progressive HR experience with 2+ years leadership, strong HR compliance knowledge, payroll experience, and preferably HR certifications. | JOB DESCRIPTION Director of Human Resources FLSA Status: Exempt Non-Direct Care Organizational Mission EverForward is on a mission to transform lives. We champion trauma-informed, evidence-based care for children and families, and it all begins with empowering our team. Through expert training and unwavering compliance, we ensure our staff are equipped to deliver the kind of support that makes a lifelong difference. Position Requirements The Director of Human Resources is a department of one, blending day-to-day execution with long-term strategy to oversee the full scope of HR functions. This role is deeply involved in every aspect of the employee lifecycle, from recruitment, onboarding, compliance, and employee relations to benefits administration, payroll back-up, and exit processes, while also shaping systems and practices that strengthen the employee experience. Working closely with leadership and managers, the Director of Human Resources ensures that EverForward’s HR operations are not only efficient and consistent, but also aligned with the organization’s mission and future growth. This is a highly visible, trusted role for a self-starter who thrives on balancing compliance, culture, and operational excellence. Position Responsibilities As the Director of Human Resources, you’re a vital member of the leadership team, working alongside the Executive Director, program managers, and staff to build a compliant, supportive, and people-centered workplace. Your role ensures that EverForward has the HR systems, processes, and guidance needed to attract, support, and retain the dedicated team who make our mission possible. Education: Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree and/or HR certification (PHR/SPHR, SHRM-CP/SHRM-SCP) preferred. Experience 5+ years of progressive HR experience, with at least 2 years in a leadership or sole HR role. Demonstrated experience managing full-cycle recruitment, onboarding, benefits administration, and employee relations. Strong working knowledge of HR compliance, FMLA, ADA, FLSA, and other employment regulations. Experience with payroll systems; ability to serve as payroll back-up in partnership with Finance. Hands-on experience with background checks, exit processes, and HRIS management. Prior experience in nonprofit, healthcare, or human services environments a plus. Professional Competencies Strong knowledge of HR best practices and employment law. Excellent communication and interpersonal skills; able to build trust and credibility at all levels. Ability to manage sensitive information with discretion and professionalism. Highly organized with strong attention to detail. Proactive problem solver who thrives in both strategic and hands-on work. Ability to balance multiple priorities in a fast-paced, multi-site environment. Commitment to supporting a culture of empathy, inclusivity, and accountability. Key Responsibilities Managing full-cycle recruitment, from job postings and candidate sourcing to interviews, background checks, offers, and onboarding. Serving as a payroll back-up, ensuring timely and accurate processing when needed. Administering employee benefits, including enrollments, changes, open enrollment, and vendor communication. Managing employee relations, providing guidance and support to managers and staff on performance, conduct, and conflict resolution. Ensuring HR compliance, including maintaining personnel files, managing FMLA/leave of absence processes, and staying current on federal, state, and local employment laws. Leading onboarding and orientation to ensure a welcoming and consistent new hire experience. Managing offboarding, including exit interviews, final pay, benefits termination, and compliance documentation. Coordinating background checks, verifications, and other pre-employment requirements. Acting as a resource and advisor to leadership on HR best practices, workforce planning, and employee engagement. Maintaining HR systems, policies, and procedures to support efficiency and consistency. Leading training initiatives on compliance, workplace practices, and organizational policies. Additional Duties Responsibilities may evolve in collaboration with the CEO/President to meet the growing needs of the agency. Pre-Employment Requirements: Employment is contingent upon the successful completion of a background checks, which may include Level 2 background check, verification of employment history, education, criminal record, and a Motor Vehicle Record (MVR) check if the position requires driving. Additional screenings may be conducted as relevant to the role. The Director of Human Resources reports to the President, CEO.