Director of Human Resources

Reports To:

Senior Director of Operations Dotted-Line Reporting To:
Chief Financial Officer (for payroll operations and documentation)

JOB DESCRIPTION SUMMARY The Director of Human Resources is a working department director responsible for the leadership, administration, compliance, accuracy, and continuity of all Human Resources functions for Hospice of Acadiana, Inc. The Director plans, develops, implements, and administers HR policies and practices and maintains complete, accurate, secure, and current personnel records. The position provides operational and strategic HR support to leadership while ensuring that employment practices support organizational needs and applicable legal, regulatory, accreditation, and organizational requirements.

Operational Competency and Accountability Requirement The Director of Human Resources must maintain comprehensive working knowledge, system access, and demonstrated proficiency sufficiently to independently perform all essential Human Resources functions. Although duties may be assigned or delegated to other HR personnel, delegation does not relieve the Director of accountability for understanding, monitoring, auditing, or performing those functions, when necessary, because of absences, vacancies, workload demands, business-continuity needs, or other operational circumstances.

The Director is expected to perform HR work as necessary to ensure functions are completed accurately, timely, consistently, and in accordance with organizational policy and applicable requirements.

LEADERSHIP, DEPARTMENT MANAGEMENT & BUSINESS CONTINUITYLeads the Human Resources department and maintains operational readiness to perform the work of all HR functions when necessary.

Recruits, selects, trains, supervises, develops, evaluates, and manages performance of HR department personnel.

Establishes HR priorities, workflows, internal controls, cross-training, backup coverage, and service standards.

Develops, monitors, and reports meaningful HR metrics to leadership monthly, including turnover, vacancies, recruitment activity, payroll issues, leave status, PTO trends, compliance completion, and other key indicators.

Immediately escalates actual or potential legal, regulatory, compliance, employee-relations, safety, or reputational concerns to appropriate senior leadership and coordinates with legal counsel when appropriate.

Recommends the annual HR operating and capital budget; monitors expenditures against the approved budget.

Serves on or chairs committees, teams, and task forces as assigned.

Maintains continuous HR survey and audit readiness and independently prepares, retrieves, audits, and presents personnel and HR records for accreditation, regulatory, governmental, financial, and organizational reviews.

Partners with executive leadership on workforce planning, organizational structure, succession planning, compensation strategy, employee engagement, and HR risk management.

RECRUITMENT, SELECTION, HIRING & ONBOARDINGManages and, when needed, personally performs the full recruiting cycle including requisitions, job postings, sourcing, resume screening, interviewing, selection documentation, offers, pre-employment requirements, and onboarding.

Prepares and administers accurate offer letters and employment documents and ensures approved compensation, status, position, supervisor, start date, and conditions of employment are correctly documented.

Conducts and documents required background screening and other pre-employment screening in accordance with organizational policy and applicable requirements.

Completes and/or audits Form I-9 employment eligibility verification and maintains required employment eligibility records.

Verifies required licenses, certifications, registrations, driving requirements, automobile insurance, and other position-specific qualifications before assignment and thereafter as required.

Coordinates and conducts new-hire orientation and ensures completion of required onboarding, policy acknowledgments, training, and system access.

Ensures employees are not assigned duties for which required qualifications, credentials, clearances, or training are incomplete or expired.

PAYROLL, TIMEKEEPING & COMPENSATIONIndependently processes bi-weekly payroll from preparation through final submission when required.

Reviews and validates time records, earnings, deductions, benefits, PTO, differentials, bonuses, reimbursements, garnishments, retroactive adjustments, and other payroll transactions.

Processes or…