Director of People Operations (Director of Human Resources)

Description

Brighter, Stronger Foundation

Director of People Operations (Director of Human Resources)

Department: People & Culture Reports To: Executive Director of People & Culture FLSA Classification: To be determined based on the position’s actual duties and applicable salary requirements Employment Status: Full-Time Work Location: Maryland Salary Range: $75,000–$90,000 annually, proposed range subject to budget approval and internal compensation review

About Brighter, Stronger Foundation

Brighter, Stronger Foundation is committed to empowering individuals and families through quality, person-centered services and programs that promote independence, personal growth, and meaningful outcomes. Our team members are essential to fulfilling this mission, and we strive to foster a workplace grounded in professionalism, accountability, inclusion, and continuous improvement.

Position Summary

Brighter, Stronger Foundation is seeking an experienced, solutions-oriented Director of People Operations to support the administration and execution of core human resources functions across the organization. Reporting to the Director of People & Culture, the Director of People Operations will serve as a trusted resource for employees, supervisors, and organizational leadership on employee relations, HR policies and procedures, employment compliance, recruitment and onboarding, leave administration, performance management, and workforce development. The successful candidate will be comfortable managing multiple priorities in a fast-paced, service-oriented environment while exercising sound judgment, maintaining confidentiality, and ensuring consistent application of organizational policies and applicable employment laws. This role requires a hands-on HR professional who can balance daily operational responsibilities with process improvement, proactive risk management, and initiatives that strengthen employee engagement, retention, and organizational effectiveness.

Essential Duties and Responsibilities

1. Employee Relations and Workplace Support

• •Serve as a primary point of contact for employees and supervisors regarding HR policies, workplace concerns, performance matters, and employment-related questions.
• •Provide guidance to managers on employee coaching, corrective action, attendance, conflict resolution, and performance improvement.
• •Conduct or support workplace investigations involving complaints, alleged policy violations, harassment, discrimination, retaliation, and other employee concerns.
• •Document employee relations matters, maintain appropriate records, and recommend practical, consistent, and legally sound resolutions.
• •Promote a respectful, inclusive, and accountable workplace culture.
• •Escalate complex, sensitive, or high-risk matters to the Director of People & Culture.

2. HR Compliance and Policy Administration

• •Support compliance with applicable federal, Maryland state, and local employment laws and regulations.
• •Assist with the development, implementation, review, and communication of employee handbook provisions, HR policies, standard operating procedures, and internal guidance.
• •Maintain compliance calendars and track required employment notices, acknowledgments, certifications, and personnel documentation.
• •Support compliance with applicable requirements involving equal employment opportunity, reasonable accommodations, wage and hour practices, protected leave, workplace harassment, and personnel records.
• •Assist with audits and corrective action plans to address identified HR compliance gaps.
• •Maintain current knowledge of employment law developments and recommend updates to HR practices as appropriate.

3. Leave Administration and Workplace Accommodations

• •Coordinate and track employee leave requests, including FMLA, Maryland sick and safe leave, workers’ compensation-related absences, personal leave, and other applicable protected or company-provided leave.
• •Communicate eligibility requirements, documentation deadlines, approval decisions, and return-to-work expectations to employees and supervisors.
• •Maintain accurate leave records and coordinate with payroll and leadership to support appropriate leave coding and benefit administration.
• •Assist with the interactive process for disability-related accommodations, pregnancy-related accommodations, lactation needs, religious accommodations, and other legally protected accommodation requests.
• •Maintain confidential medical and accommodation records separately from general personnel files.
• •Identify potential leave interference, retaliation, and compliance concerns and escalate them promptly.

4. Recruitment, Selection, and Onboarding

• •Partner with hiring managers to coordinate recruitment activities, candidate screening, interview scheduling, selection documentation, and offer preparation.
• •Support the development and maintenance of job descriptions, position requirements, and standardized interview materials.
• •Coordinate onboarding activities, including employment documentation, background screening, required clearances, orientation, policy acknowledgments, and training assignments.
• •Track onboarding milestones and follow up on outstanding employment documentation, credentials, and required screenings.
• •Support timely and consistent hiring practices aligned with organizational needs and applicable law.

5. Performance Management and Employee Development

• •Coordinate performance review cycles, probationary or introductory evaluations, coaching documentation, and performance improvement plans.
• •Assist managers with setting performance expectations, documenting concerns, and recognizing employee contributions.
• •Support employee engagement initiatives, retention strategies, recognition programs, and feedback processes.
• •Identify recurring performance or workforce concerns and recommend appropriate interventions.
• •Assist with the coordination of employee training, leadership development, and policy education.

6. HRIS, Personnel Records, and Reporting

• •Maintain accurate and timely employee data within the organization’s HRIS and related systems.
• •Support employee status changes, compensation updates, transfers, promotions, separations, and other personnel transactions.
• •Maintain organized personnel files and ensure confidential information is appropriately secured and accessible only to authorized individuals.
• •Prepare regular reports on headcount, turnover, vacancies, onboarding, employee relations trends, leave activity, and other workforce metrics.
• •Assist with HR audits, data validation, record retention, and process documentation.
• •Identify opportunities to improve HR workflows, system utilization, reporting accuracy, and administrative efficiency.

7. Compensation, Benefits, and Payroll Coordination

• •Coordinate with payroll and benefits administrators to support accurate employee data, pay changes, benefits eligibility, enrollment, and employment status updates.
• •Assist with compensation reviews, internal equity assessments, job description updates, and salary range documentation.
• •Support employee questions regarding pay practices, benefits enrollment, deductions, and related HR processes.
• •Review personnel transactions for completeness and proper authorization before processing or forwarding for payroll implementation.
• •Help identify and resolve discrepancies while maintaining appropriate internal controls.

8. Separations and Offboarding

• •Coordinate voluntary and involuntary separation processes, including documentation, exit interviews, property return, system access notifications, and final administrative steps.
• •Assist with preparing separation letters and communicating applicable offboarding requirements.
• •Ensure separation records and required notices are completed and maintained appropriately.
• •Analyze exit feedback and turnover trends to identify opportunities for improvement.

9. Organizational Support and Continuous Improvem