SR. DIRECTOR OF HR ADMINISTRATION & TALENT MG

About the Role: The Sr. Director of HR Administration & Talent Management plays a pivotal leadership role in shaping and executing the human resources strategy that aligns with the organization's overall business objectives. This position is responsible for overseeing the full spectrum of HR administrative functions, including talent acquisition, employee development, performance management, and succession planning. The role demands a strategic thinker who can drive initiatives that enhance employee engagement, optimize workforce capabilities, and foster a culture of continuous improvement. The Sr. Director will collaborate closely with senior leadership to ensure HR programs support organizational growth and compliance with regulatory requirements. Ultimately, this role is critical in building a high-performing, agile workforce that propels the company’s success in a competitive market. Minimum Qualifications: • Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred). • 10+ years of progressive HR leadership experience, including HRBP and talent management roles. • Proven experience overseeing HR operations in complex, multi-service environments. • Strong knowledge of employment law, HR systems, and organizational development. • Exceptional leadership, communication, and strategic thinking skills. • SHRM-SCP, SPHR, or equivalent certification preferred. Preferred Qualification • Experience in behavioral health, social services, or nonprofit sectors. • Familiarity with HRIS platforms (e.g., UKG, ADP, Workday) and data-driven HR practices. • Demonstrated success in leading cross-functional teams and enterprise-wide initiatives. • Commitment to diversity, equity, inclusion, and trauma-informed HR practices. Responsibilities: • Enterprise Governance & Standardization • Develop, implement, and enforce enterprise-wide talent acquisition and onboarding policies, SOPs, workflows, and standards. • Maintain the official enterprise Talent Acquisition Playbook and Onboarding Compliance Playbook. • Ensure uniform processes across all affiliates while preserving decentralized operational control. • Establish KPIs, service levels, and hiring benchmarks for affiliate HR teams. • Technology & System Ownership • Serve as enterprise owner of ATS and onboarding platforms (e.g., ADP Recruiting, ADP Onboarding). • Partner with AVP of HRIS & Analytics to optimize system workflows, templates, and automation. • Ensure data integrity, accurate requisition structure, and standardized job templates. • Oversee system permissions, configuration, enhancements, and reporting logic. • Workforce Planning & Talent Strategy • Collaborate with Regional HRBPs on workforce forecasting and staffing needs. • Identify high-risk vacancies, staffing gaps, and pipeline risks. • Recommend enterprise sourcing strategies for hard-to-fill roles. • Training & Capability Development • Create and deliver the “Hiring Manager Essentials Certification” program. • Train affiliate HR teams on hiring standards, interviewing, documentation, and compliance. • Lead monthly Talent Management Roundtables for recruiters and onboarding staff. • Provide coaching to affiliates to improve talent acquisition capability and quality. • Compliance, Quality Control & Audit • Conduct quarterly recruiting and onboarding audits across all affiliates. • Partner with HR Compliance to ensure adherence to state, federal, and contractual requirements. • Oversee I-9, E-Verify, credentialing, background checks, and licensure verification standards. • Implement corrective action plans for affiliates failing audits or standards. • Analytics, Metrics & Reporting • Develop enterprise dashboards for time-to-fill, candidate pipeline, onboarding compliance, and vacancy impact. • Deliver monthly performance reports to SVP HR, VP HR Operations, Regional AVPs, and Affiliate CEOs. • Analyze talent trends to drive strategic workforce decision making. • Strategic Partnerships Work closely with: • VP AND SAVP of HR Operations • AVP HRIS & Analytics • Regional AVPs/Directors and HRBP Ensure smooth handoffs from recruiting onboarding HR Operations • HRBP support. • Candidate Experience & Employer Brand • Strengthen enterprise employer brand strategy across affiliates. • Ensure consistent messaging in job ads, communication templates, and onboarding materials. • Improve candidate experience, acceptance rates, and retention during the first 90 days. • Strategic Direction, Development, Implementation and Oversight of an Effective HR Compliance Program • Development and implementation of a comprehensive HR compliance program, ensuring all areas of the company understand compliance obligations and all applicable laws, rules, and regulations; create a compliance-conducive environment in which company policies and procedures are the operating norm. • Conduct a comprehensive compliance risk-assessment, assessing compliance program needs and building / augmenting the program to fit with legal and regulatory requirements while accounting for business growth opportunities. • Leading HIPAA Privacy compliance, including policies and procedures and training as necessary. • Lead and accelerate change management and transformational growth. • Functions as a subject matter expert to colleagues for HR compliance-related information. • Maintain a comprehensive understanding of applicable laws and regulations for healthcare programs, including but not limited to Medicare guidelines, eligibility requirements, quality expectations, and state licensure. • Lead and conduct internal and external audit programs, providing results and action points as necessary to executives. • Support internal audits, investigations, and risk mitigation efforts in collaboration with HR Operations and Compliance teams. • Maintain confidentiality and integrity in handling sensitive employee and organizational information. • Develop, review, update internal HR compliance policies, procedures, tools, and resources to ensure compliance with applicable obligations, including requirements imposed by Federal and State healthcare programs. • Work cross-functionally alongside leaders in operations and medical to train, communicate, and educate employees on the legal and ethical standards that apply to their jobs. • Oversee processes to ensure no employee, medical staff member, or independent contractor appear on the List of Excluded Individuals/Entities, the General Services Administration (GSA) list of debarred contractors, or State excluded providers list. • Responsible for all facets of investigation and investigation reporting on matters related to compliance. ADHERE TO AND FOLLOW • The By-Laws of the Corporation and as set forth in the Articles of Incorporation Skills: The required and preferred skills are integral to the daily responsibilities of the Sr. Director of HR Administration & Talent Management. Strategic leadership skills enable the individual to guide HR initiatives that align with business goals and foster organizational growth. Expertise in talent management and HR administration ensures effective recruitment, development, and retention of top talent. Strong knowledge of employment law and compliance safeguards the organization against legal risks and promotes ethical practices. Additionally, proficiency with HR technology and data analytics supports informed decision-making and continuous improvement of HR processes. About Company: Apis Services, Inc. (a wholly owned subsidiary of Inperium, Inc.) provides a progressive platform for delivering Shared Services to Inperium and its Constellation of affiliate companies. Allowing these entities to advance their mission and vision. By exploring geographical program expansion and focusing on quality outcome measures to create cost savings that result in reinvestment into the organizations stakeholders through capacity creation and employee compensation betterment. Apis Services, Inc. and affiliate’s provide equal employment opportunities for all employees and applicants for employment in compliance with all federal and all applicable state and local laws and regulations, including nondiscrimination in hiring and employment. All employment decisions are made without regard to race, color, religion, gender, national origin, ancestry, age, sexual orientation, gender identity and expression, disability, genetic information, marital status, pregnancy/childbirth, veteran status or any other basis protected by law. This policy of non-discrimination and equal employment opportunities extends to every phase and aspect of hiring and employment. 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