Resource Development Director Jobs in Raleigh, NC

The Director of Human Resources provides strategic leadership and oversight for the organization’s human resources function. Responsibilities include developing, implementing, and administering comprehensive HR strategies and programs that support organizational goals and operational excellence. The role oversees all aspects of human resources, including talent acquisition, onboarding, employee relations, compensation and benefits, performance management, learning and development, affirmative action/equal employment opportunity compliance, and workforce planning.

• Serve as the organization’s strategic advisor to the Board of Directors and senior level management on performance management, compensation, workforce planning, employee relations, talent management, and organizational effectiveness.
• Lead the annual performance review, merit increase, and incentive compensation planning processes, ensuring consistency, transparency, and alignment with organizational goals and budgetary parameters.
• Develop, implement, and evaluate human resources strategies, policies, and programs that support the organization’s mission, strategic priorities, and operational goals.
• Recommend and implement HR initiatives that strengthen employee engagement, retention, organizational performance, and workplace culture.
• Monitor changes in employment laws, regulations, and HR best practices, recommending improvements to ensure compliance and continuous organizational improvement.

• Lead recruitment, selection, onboarding and retention efforts to attract and retain a high-performing workforce, ensuring hiring practices are legal and compliant.
• Partner with hiring managers on workforce planning, position development, and recruitment strategies.
• Oversee onboarding and orientation processes to promote employee success and engagement from the start of employment.

• Develop, implement, and continuously enhance the organization’s performance management philosophy, framework, and evaluation processes to drive accountability, employee engagement, and high performance.
• Advise managers and supervisors on employee relations matters, performance management, corrective actions, conflict resolution, and organizational policies.
• Conduct or oversee workplace investigations and recommend appropriate resolutions while minimizing organizational risk.
• Support the administration of the performance management process by providing coaching, guidance, and employee development resources to leaders.

• Design, administer, and evaluate performance-based compensation and incentive programs that reward achievement, reinforce organizational values, and drive desired business outcomes.
• Conduct market analyses and oversee compensation planning, including annual salary review processes, to support competitive and equitable compensation practices that attract and retain qualified employees.
• Direct the daily operations of the Human Resources Department by overseeing departmental priorities, budget administration, HR systems, technology, workflows, and reporting processes to ensure efficient, effective, and customer-focused service delivery.
• Analyze workforce data and HR metrics to identify trends, support strategic decision-making, and prepare reports and presentations for executive leadership, the Board of Directors, and regulatory agencies, as required.

• Assess organizational learning needs and oversee training, professional development, and continuing education initiatives that strengthen employee capabilities and support organizational priorities.
• Develop leadership development opportunities for supervisors and managers and coordinate required compliance training to promote effective leadership, accountability, and workforce readiness.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations, including Equal Employment Opportunity (EEO), affirmative action, ADA, FMLA, FLSA, HIPAA, OSHA, and other employment-related compliance programs.
• Develop, maintain, and update HR policies, procedures, and employee handbook.
• Coordinate responses to employment-related audits, complaints, and other compliance matters.

• Oversee the administration of employee compensation and benefits programs ensuring accurate administration and compliance with applicable laws.
• Partner with benefit vendors and brokers to evaluate program effectiveness, recommend improvements, and support the organization’s total rewards strategy.
• Administer and periodically review the organization’s compensation philosophy and salary administration program, recommending updates as needed to ensure alignment with organizational objectives, market competitiveness, internal equity, fiscal responsibility, and applicable laws.

• Build collaborative relationships across the organization by providing practical, solution-oriented HR guidance to leaders and employees.
• Prepare HR reports and workforce information for executive leadership and the Board of Directors, as requested.

• Perform other related duties as reasonably assigned in support of organizational priorities and operational needs.
• Maintain availability to occasionally work outside of standard business hours, including evenings or weekends, such as for travel and board meetings, as business needs require.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field required. Master’s degree preferred.
• Minimum of seven (7) years of progressively responsible human resources experience, including leadership or management experience.
• Demonstrated experience across core human resources functions, including talent acquisition, employee relations, compensation and benefits administration, performance management, learning and organizational development, HR operations, and employment law compliance.
• Experience developing HR policies, leading organizational change initiatives, and supporting workforce planning and organizational effectiveness preferred.
• SPHR or SHRM‑SCP certification preferred.
• Strong knowledge of federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, EEO, Title VII, OSHA, HIPAA, COBRA, ACA, and other applicable employment legislation.
• Knowledge of HR information systems (HRIS), applicant tracking systems (ATS), and payroll systems.
• Strong understanding of compensation administration, employee benefits, organizational development, and performance management principles.
• Ability to interpret and apply employment laws, organizational policies, and HR best practices while exercising sound judgment, maintaining confidentiality, and handling highly sensitive information with discretion.
• Demonstrated ability to build collaborative relationships, coach, and advise managers, lead organizational change, and communicate effectively with employees, executive leadership, the Board of Directors, regulatory agencies, and external partners.
• Ability to maintain professionalism, integrity, and ethical standards in all interactions.
• Proven ability to manage multiple priorities, think strategically, solve complex problems, and deliver results in a collaborative, mission-driven environment.
• Proficiency in MS Office applications (Word, Excel, Outlook, Teams, SharePoint).

We offer a competitive salary and a flexible, supportive hybrid work environment.

Salary: $100,000K – $111,000K, annually

Benefits: Health, dental, and vision insurance; 401(k) with employer match; paid holidays and PTO.

Constellation Quality Health is an equal opportunity employer and complies with all federal, state, and local laws. We do not discriminate on the basis of race, ancestry, color, religion, sex, age, marital status, sexual orientation, gender identity, national origin, medical condition, disability, veteran status, or any other basis protected by law.

Reasonable accommodations will be provided in accordance with the Americans with Disabilities Act (ADA) to qualified applicants and employees to enable them to perform the essential functions of this position.