Director of Human Resources

New Hope, MN | Full Time | Executive | $100,000–$150,000 + Bonus | Hybrid (2 days/week in office)Reports to: Executive DirectorWe're hiring a Human Resources Director for a 245D-licensed behavioral health organization of 200+ employees. This isn't a role for someone learning the field on the job. We're looking for a leader whose career was built inside behavioral health, human services, or disability services — and who now leads the people function with that experience as their foundation.Why Behavioral Health Experience Is The FloorIn our work, the difference between a strong hire and a wrong hire shows up in incident reports. Documentation discipline isn't an HR preference — it's an audit defense. The reason staffing reliability is non-negotiable isn't workforce planning theory; it's that the people we serve depend on consistent, trained staff to be safe.A leader who has worked in this space already knows this. They've sat in the meeting after a critical incident. They've prepped for a DHS licensing review. They've seen what happens when a Behavior Support Plan isn't implemented with fidelity because staffing was thin. We don't want to teach those lessons to our next HR Director — we want to hire someone who has already learned them.Career paths we welcomeWe strongly value the traditional HR progression — Talent Acquisition, HR Generalist, HR Leadership — especially when it has happened inside behavioral health, human services, or 245D-regulated environments.We also welcome leaders whose path into HR came from inside the work itself:Direct support → site leadership → program management → HR or people operations leadershipClinical or QDDP-level roles → training & compliance → HR leadershipDesignated Manager / Coordinator → operations → HRBehavioral health operations leadership with substantial people-function ownershipIf you've spent your career in this field and the people function is what you've grown into leading, we want to talk.What You'll OwnThe full HR function: talent acquisition, HR operations, employee relations, scheduling, performance management, and complianceRecruiting strategy for both high-volume direct care and specialized clinical roles, with a clear-eyed view of what actually works in this labor marketWorkforce planning tied to staffing ratios, program needs, growth, and the float coverage this work requires245D regulatory execution: background studies (NETStudy), MVR clearance, documentation quality, audit readiness for DHS and OIG reviewsPerformance management and corrective action systems that hold up to regulatory scrutiny and to the people they apply toCoaching leaders to clarity around the right people in the right seats — using the operational lens you've developed from years inside the fieldA weekly leadership rhythm that surfaces issues early, drives them to root cause, and produces decisions instead of recurring conversationsWho Fits This SeatDeep career-grounding in behavioral health, human services, disability services, or a closely related regulated environmentDemonstrated HR or people-function leadership — whether that came through a traditional HR career path or through services/operations leadership that grew into HR ownershipWorking knowledge of 245D licensing standards, DHS audit expectations, NETStudy, MVR processes, and the documentation discipline this field requiresComfort with healthy conflict and the willingness to hold peers and senior leaders accountable while staying in relationshipA track record of building or fixing systems — recruiting, retention, performance, compliance — and producing measurable outcomes from themExperience with the workforce realities of multi-site, frontline-heavy operations: turnover patterns, float coverage, on-call rotations, the rhythm of a 24/7 service organizationQualificationsBachelor's in HR, Human Services, Social Work, Business, or a related field; SHRM-SCP / SPHR or advanced credential is welcomed but not required if your behavioral health leadership depth is strong7+ years of progressive leadership experience, including 3–5 years in a leadership seat with substantial people-function ownershipStrong recruiting and HRIS / workforce data foundation, or a clear plan for how you'll get there quicklyDemonstrated outcomes in workforce planning, retention, accountability systems, or compliance executionWhat We Can Offer The Right PersonA direct line to the Executive Director and a seat at the leadership tableThe authority to design the systems, not just operate themA growing organization with a clear strategic horizon — including a 2027 inflection point we're actively preparing forColleagues who understand the field as deeply as you doCompensation & Benefits$100,000–$150,000 + bonus eligibility Medical, Dental, Vision 401(k) Hybrid (2 days/week in office)BrightPath is an Equal Opportunity Employer committed to building a diverse and inclusive workforce.BrightPath is an equal opportunity employer committed to fostering an inclusive and diverse workforce. We provide a positive and supportive work environment that encourages professional growth and development. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Join us and be part of a team that makes a meaningful difference in the lives of individuals with disabilities.Powered by JazzHRcbwBwVavcT