Human Resources Administration

• Direct and oversee human resources administration operational functions and employee lifecycle processes.
• Ensure the consistent administration of policies, procedures, employment practices, and regulatory requirements.
• Maintain accurate workforce records, documentation systems, reporting structures, and compliance requirements.
• Lead process improvement initiatives that enhance efficiency, service delivery, and employee experience.
• Provide CHRLO with monthly reports to ensure alignment with strategic and division plan.

Recruitment and Talent Acquisition

• Provide operational leadership and oversight of the full recruitment lifecycle, including workforce requisition planning, sourcing, screening, selection, offer management, pre-employment activities, and onboarding transition.
• Partner with department directors and hiring managers to define staffing needs, position requirements, selection criteria, and timely hiring plans aligned with organizational priorities.
• Develop recruiting strategies, talent pipelines, employer-brand initiatives, and sourcing partnerships that attract qualified candidates and support hard-to-fill positions.
• Ensure recruitment and selection practices are consistent, equitable, well documented, and compliant with applicable employment laws, policies, and organizational standards.
• Optimize applicant tracking, candidate communication, interview, and hiring workflows through technology, automation, and responsible use of AI.
• Monitor recruitment performance through metrics such as vacancy rate, time-to-fill, time-to-hire, source effectiveness, offer acceptance, candidate experience, cost-per-hire, and quality of hire.

Workforce Management and Organizational Effectiveness

• Develop and implement workforce planning strategies aligned with organizational priorities.
• Develop dashboards, scorecards, and workforce reports to support decision-making.
• Assist in identifying workforce risks and opportunities and recommending corrective action plans to CHRLO.
• Support organizational restructuring and workforce optimization initiatives.

AI Governance, Risk, and Compliance

• Ensure proposed People Services AI use cases are submitted through COA’s AI intake, risk assessment, and governance approval process before use.
• Identify HR AI use cases involving sensitive data, vendors, automation, or decision support that require privacy, security, compliance, legal, or vendor review.
• Maintain documentation of approved HR AI use cases, business purpose, data involved, human review steps, controls, training, testing, and sustainment plans.
• Partner with AI Integrator, Privacy, Security, Legal, TIS, and People Services leadership to ensure HR AI initiatives comply with COA policy, contractual obligations, privacy/security expectations, and audit readiness requirements.
• Assist in annual open enrollment planning, implementation, communication, and employee education.
• Collaborate with HR Manager in analysis of benefits utilization, compliance requirements, vendor performance, and employee satisfaction
• Support recommendations from HR Manager regarding benefit design, cost containment strategies, and wellness initiatives for CHRLO approval.
• Escalate concerns involving bias, discrimination, profiling, or inappropriate reliance on AI.

Human Resources Technology and Artificial Intelligence

• Lead the administration and optimization of HRIS, workforce management, payroll, benefits, and compliance platforms.
• Evaluate, recommend, and implement AI-enabled solutions that improve workforce productivity, employee experience, and operational effectiveness.
• Collaborate with Information Technology, compliance and operational leaders on digital transformation initiatives.
• Develop policies, procedures, governance standards, and workforce guidelines for responsible AI utilization.
• Utilize automation and technology solutions to improve efficiency and reduce administrative burden.
• Monitor emerging workforce technologies and recommend innovative solutions that support organizational goals.
• Ensure workforce technology, HIPAA and HI-TRUST platforms maintain data integrity, security, confidentiality, and regulatory compliance.
• Lead workforce technology adoption, training, and change management initiatives across the organization.

Payroll Administration

• Provide leadership and oversight of payroll operations.
• Ensure payroll processing is accurate, timely, and compliant with applicable laws and regulations.
• Oversee payroll audits, reporting requirements, tax compliance, and payroll controls.
• Collaborate with Finance to maintain payroll system accuracy and integrity.
• Ensure appropriate administration of leave payments, retirement contributions, deductions, garnishments, and benefit-related payroll functions.
• Identify opportunities to streamline payroll operations through automation and technology enhancements.

Benefits Administration

• Provide operational oversight and administration of employee benefits programs.
• Serve as the backup liaison with insurance carriers, benefit brokers, retirement vendors, wellness providers, and third-party administrators.
• Lead annual open enrollment planning, implementation, communication, and employee education.
• Monitor benefits utilization, compliance requirements, vendor performance, and employee satisfaction.
• Ensure compliance with all applicable benefits-related regulations and reporting requirements

Compliance, Privacy, and Information Security

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain workforce practices that support HIPAA privacy and security requirements.
• Partner with Compliance, Information Security, and Technology leaders to support HITRUST-aligned workforce security practices.
• Participate in audits, risk assessments, policy reviews, and corrective action planning.
• Ensure workforce information is appropriately protected and managed according to organizational standards.
• Maintain awareness of emerging workforce, privacy, cybersecurity, and compliance requirements.
• Ensure compliance with all applicable benefits-related regulations and reporting requirements

Education

Master’s degree in human resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or related field required.

Experience

• Seven (7) or more years of progressive Human Resources leadership experience.
• 5 years of supervisory or management experience.
• Experience managing HR operations, workforce administration, payroll, benefits, and performance management programs.
• Experience leading recruitment operations and talent acquisition strategies, including hiring-manager partnerships, candidate sourcing and selection, applicant tracking systems, and recruitment performance reporting.
• Experience implementing HR technology platforms, workforce management systems, or and AI-enabled business solutions.
• Experience utilizing workforce analytics and data-driven decision-making methodologies.
• Experience within the healthcare, nonprofit, social services, government, or other highly regulated environments preferred.

Certifications Preferred

• SHRM-CP, SHRM-SCP, PHR, or SPHR
• Change Management Certification
• AI for Human Resources Certification
• HR Technology or Workforce Analytics Certification

The Director of Human Resources and AI Systems is responsible for the operational leadership, administration, and continuous improvement of human resources operations, recruitment and talent acquisition, workforce management systems, payroll administration, benefits administration, compliance, HR technology platforms, and artificial intelligence (AI) workforce solutions.

This position serves as a key member of the People Services leadership team and partners closely with department directors, managers, Information Technology, Compliance, Finance, and executive leadership to ensure workforce strategies, systems, and technologies support organizational effectiveness, employee engagement, regulatory compliance, operational excellence, and COA's strategic objectives.

The Director provides oversight of workforce technologies and AI-enabled solutions while ensuring compliance with HIPAA privacy regulations, workforce security requirements, and organizational standards for data governance and risk management. The position drives innovation, process improvement, workforce optimization, and data-driven decision-making throughout the organization.