Community HR Director

Community HR Director

Location:

Norwalk, CT

Employment Type:

Full-Time Salaried Exempt

Compensation: $70,000-$80,000 annually

Schedule:

Sundays - Thursdays

About Us:

Maplewood Senior Living, is a leading operator of premier senior living communities across 5 states and Washington, D.C., featuring two distinguished brands:
Maplewood and Inspīr. Known nationally for innovation in the senior living space, Maplewood is a growing company dedicated to excellence in care, offering personalized and thoughtful services in independent living, assisted living and memory care.

Our success is built on a foundation of personalized, compassionate care and communities designed to enrich the quality of life for our residents. We foster a dynamic and supportive work environment that empowers our teams to excel, inspire, and make a meaningful impact every day. If you are passionate about driving growth and innovation in senior living, Maplewood offers the opportunity to be part of a forward-thinking organization that values your expertise.

Join us and help shape the future of senior living!

• Validate job requisitions against budgetary constraints and organizational needs to ensure accurate and necessary hiring.
• Create compelling and accurate job postings across various platforms, including company career sites, job boards, and social media.
• Review resumes and applications to identify qualified candidates, conduct initial phone screens, and assess fit for the role and company culture.
• Schedule and conduct interviews with candidates, collaborating with hiring managers to evaluate skills, experience, and cultural fit. Provide feedback and recommendations to decision-makers.
• Manage the offer process by preparing offer letters, negotiating terms with candidates, and ensuring timely communication.
• Oversee the completion of all required onboarding documentation, including background checks, I-9 verification, and other legal and company-specific requirements.
• Facilitate a structured onboarding program to introduce new hires to company policies, procedures, and culture. Ensure all required training and certifications are completed.
• Assist new employees in acclimating to their new environment by providing resources, answering questions, and facilitating introductions to team members.
• Represent the organization at job fairs, networking events, and industry and/or community centric events to build relationships with potential candidates and promote the company's brand.
• Develop and maintain partnerships with local schools, colleges, universities, and technical programs to create a robust pipeline of emerging talent.
• Implement strategies to maintain ongoing engagement with potential candidates, including creating and nurturing talent pools for future hiring needs.

• Schedule and conduct orientation for new hires.
• Coordinate job-specific training and onboarding sessions to equip new hires with the skills and knowledge needed for their roles. Monitor progress and provide support as needed.
• Identify training needs and coordinate the delivery of training programs to enhance employee skills and performance.
• Support leadership development initiatives and succession planning efforts through LMS curriculum assignment and career path planning.
• Oversee training compliance with all relevant industry, state and federal requirements including compliance with monthly in-services.

• Serve as key point of contact and resource for employees and management on HR-related matters, including conflict resolution, workplace concerns, and policy interpretation.
• Collaborate with Executive Director to complete employee investigations including but not limited to: employee/resident complaints, policy and procedure violations, and other employment matters.
• Advise and assist community leadership in executing progressive discipline processes.

• Support the performance evaluation and development process, ensuring timely and constructive feedback is provided to employees.
• Work with managers to address performance issues and develop improvement plans through expanded use of talent management (i.e., Red/Yellow/Green process).
• Facilitate the exit interview process and analyze turnover trends to improve retention strategies.
• Perform and track 30, 60, 90-day check-ins on new hires and conduct stay interviews with current employees to lengthen tenure and strengthen community culture.

• Responsible for accurate data entry into the HRIS including but not limited to pay changes, status changes, classification changes etc.
• Ensures complete and accurate timecard entries and schedule usage as well as training Department Heads on time and attendance system.
• Serving as the first point of contact for payroll and benefit inquiries for community employees.
• Assist with the new hire enrollment and administration of employee benefits and compensation programs.
• Support benefits communications and open…