• Job Description

  Req#: DIRHR003401
  The Director of Human Resources-Talent Acquisition and Compensation is a strategic and hands-on leader responsible for shaping and executing Alliance's talent acquisition and compensation strategies. This role oversees end-to-end recruiting operations and organization wide compensation programs to attract, engage, and retain top talent while ensuring internal equity, market competitiveness, and regulatory compliance. This position partners closely with HR and Senior Leadership to align hiring and compensation strategies with business priorities, budget constraints, and workforce needs. They leverage data and analytics to inform decisions, monitor market trends, and drive continuous improvement in hiring effectiveness, pay equity, and retention outcomes.
  
  This position is primarily full-time remote. Selected candidate must reside in North Carolina and be willing to travel to the home office (Morrisville, NC) or other office locations for business and other onsite meetings as needed.
  
  Responsibilities & Duties
  
  Oversee Talent Acquisition and Compensation Operations
  
  
  • Plan, direct, and manage talent acquisition and compensation initiatives
  • Lead, coach, and develop the Recruiting Manager and Compensation Manager
  • Use data and workforce planning insights to drive decision-making
  • Advise HR leadership on talent markets, and pay trends
  • Optimize recruiting processes and partnerships with hiring managers
  • Lead initiatives to achieve the organization's recruitment metrics
  • Lead design and governance of compensation structures
  • Conduct market pricing and benchmarking
  • Provide guidance and direction on offers, promotions, and pay adjustments
  • Identify, develop, and recommend programs, policies/procedures and approaches to meet the needs of employees and the organization, applying current industry knowledge and future industry direction
  • Analyze and propose modifications to HR policies and procedures including those subject to substantial equivalence guidelines
  
  
  HR Compliance
  
  
  • Maintain compliant processes across recruiting and compensation
  • Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance
  • Ensure compliance with wage laws and pay transparency
  
  
  Analytics & Reporting
  
  
  • Build or enhance compensation and recruiting reports/dashboards to include position tracking, candidate offer tracking
  • Track and analyze recruiting and compensation trends, recommend solutions, and lead implementation of approved solutions
  • Lead pay equity analyses
  
  
  Collaboration
  
  
  • Collaborate with peers and leaders to ensure applicable organizational training is conducted for HR programs, processes, and procedures
  • Advise and collaborate with HR senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention
  • Support management and staff by providing human resources advice, counsel, and decisions
  • Work collaboratively with all Alliance staff to enhance cross-departmental effectiveness
  
  
  Manage and Develop Staff
  
  
  • Direct, plan, prioritize HR programs, activities and initiatives to attract, maintain, and retain a highly qualified and well-trained workforce
  • Ensure staff are well trained in and comply with all organization and department policies, procedures, and business processes
  • Organize workflows and ensure staff understand their roles and responsibilities
  • Ensure the teams have the needed tools and resources to achieve organizational goals and to support employees and ensure compliance with licensure, regulatory, and accreditation requirements
  • Actively establish and promote a positive, diverse, and inclusive working environment that builds trust
  • Ensure all staff are treated with respect and dignity
  • Ensure standards are transparent and applied consistently, impartially, and ethically over time and across all staff members
  • Work to resolve conflicts and disputes, ensuring that all participants are given a voice
  • Establish team work plan that prioritize the most effective steps for achieving desired HR practices
  • Set team goals for performance and deadlines in line with organization goals and vision
  • Effectively communicate feedback and provide ongoing coaching and mentoring to staff and support a learning environment to advance team skills and professional development
  • Cultivate and encourage efforts to expand cross-team collaboration and partnership
  
  
  Minimum Requirements
  
  Education & Experience
  
  Required:
  
  Bachelor's degree from an accredited college or university in Human Resources or related field such as psychology, sociology or business and five (5) years of progressive experience in Human Resources with at least three (3) years of supervisory experience.
  
  Preferred:
  
  Human Resource certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
  
  Knowledge, Skills, & Abilities
  
  
  • Knowledge of federal, state, and local laws (FLSA, FMLA, ADA, Title VII, EEOC, OSHA, wage & hour, leave laws) including laws and codes specific to local government
  • Business acumen and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, efficiency methods, and coordination of people and resources
  • Ability to Build Trust & Credibility, handling confidential information with integrity and serving as a fair, consistent, and ethical leader
  • Knowledge of recruiting, interviewing, selecting, hiring, promoting, and dismissing employees in an organization
  • Ability to establish and maintain effective working relationships with others
  • Ability to communicate effectively, both verbally and in written form with all levels in the organization
  • Must be well educated in cultural diversity issues and sensitive in interactions with various and diverse members of the staff and community
  • Ability to analyze complex employee issues and risk scenarios and make sound, ethical decisions under pressure
  
  
  Salary Range
  
  $116,929 to $149,080/annual
  
  Exact compensation will be determined based on the candidate's education, experience, external market data and consideration of internal equity.
  
  An excellent fringe benefit package accompanies the salary, which includes:
  
  
  • Medical, Dental, Vision, Life, Long and Short Term Disability
  • Generous retirement savings plan
  • Flexible work schedules including hybrid/remote options
  • Paid time off including vacation, sick leave, holiday, management leave
  • Dress flexibility
  
  
  Employment for this position is contingent upon a satisfactory background check and credit check, which will be performed after acceptance of an offer of employment and prior to the employee's start date.
  
  Equal Opportunity Employer
  
  This employer is required to notify all applicants of their rights pursuant to federal employment laws.
  For further information, please review the Know Your Rights notice from the Department of Labor.

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