About the Role
The Human Resources Director will serve as a member of management, assisting in directing and managing the agency’s assets and employees. The HR Director will lead employment policies and systems, recruitment, training and development tracking, performance appraisal, payroll and benefit systems, oversee employment incentives, and assist with the credentialing of Direct Providers. Additionally, the HR Director will collaborate with community and other CCBHC HR departments to cultivate a supportive network of shared knowledge, driving both personal and professional growth, while building a sustainable and resilient workforce.
The HR Director will proactively evaluate and align agency policies and procedures with evolving federal, state, and local regulations to meet all of CCS’s strategic and operational standards.
The HR Director will monitor and update agency policies and procedures as necessary to meet the employment and operational requirements as established by Federal Government, State of South Dakota, and Community Counseling Services.
Requirements
Education and Experience:
Minimum of a Bachelor’s degree in Human Resources, Business, or Organization Development.
Knowledge and/or experience in:
Employment law, benefits and compensation, employee development and relations, and program safety.
Employee recruitment, interviewing, and new employee orientation.
Preventative labor relations.
Organization management skills.
Behavioral health field or a non-profit organization is preferred.
General advertising and marketing.
Certificates, licenses, registrations
Valid South Dakota Driver’s license
Must not be excluded from participating in Medicare, Medicaid, and any Federal health care program, as provided by the OIG, USDHHS.
Supervisory Responsibilities: HR Assist / Payroll Clerk
ESSENTIAL DUTIES/CRITICAL JOB ELEMENTS
1. Models and coaches’ civility; leads employees by example
2. Create a confidential environment for the agency’s employees to provide and/or seek employment-related information.
3. Assist with training members of management about HR matters.
4. Assists with employee-related conflicts, mediation, and education.
5. Manages all employee-related benefit programs.
6. Conduct annual employee salary and benefits reviews.
7. Maintain all agency personnel records.
8. Monitors and assists with provider credentialing.
9. Review and update the employee manual and personnel policies/procedures as needed.
10. Implement advertising and recruitment efforts for new employees.
11. Participate in interviewing and hiring new employees.
12. Assist in the development and the implementation of the new employee orientation training program.
13. Assist with the development of an employee performance evaluation process and criteria.
14. Develop and execute comprehensive HR strategies aligned with organizational goals, including talent acquisition, succession planning, and workforce development
15. Develop and execute comprehensive HR strategies aligned with organizational goals, including talent acquisition, succession planning, and workforce development.
16. Oversee employee onboarding, orientation programs, and ongoing training & development initiatives to foster continuous growth.
17. Manage employee relations by addressing workplace conflicts, conducting misconduct investigations, and ensuring fair resolution processes.
18. Ensure compliance with employment & labor law, OSHA regulations, FMLA policies, Workers' Compensation procedures, and other legal requirements across all HR functions.
19. Implement performance management systems that facilitate regular employee evaluations and support organizational development through strategic planning.
20. Oversee benefits administration programs to ensure competitive offerings that meet employee needs while maintaining regulatory compliance.
21. Drive process improvements in HR workflows by utilizing data analysis skills for reporting and analytics to inform strategic decisions.
22. Lead management initiatives to adapt HR practices in response to evolving business needs or regulatory changes.
Experience
Proven experience as an HR leader with supervising responsibilities in a fast-paced environment.
Extensive knowledge of employment & labor law, HR legal compliance management, and regulatory frameworks such as OSHA and EEO standards.
Strong background in managing human capital management programs including benefits administration, payroll systems, and performance evaluation processes.
Skilled in conflict management, employee misconduct investigations, and fostering positive employee relations across diverse teams through
Exceptional communication skills with the ability to present complex HR data clearly and influence senior leadership.
Strategic thinker with expertise in organizational design, succession planning, process improvement, and managing human resources teams toward shared goals.
About the Company
Employees of CCS are expected to provide a welcoming, inclusive environment for all consumers, including those with co-occurring disorders, by compassionately engaging them at their current stage of recovery. All services must align with the operational guidelines established by CCS and ARSD 76:61 & 76:62. Additionally, staff are expected to complete all mandated CCBHC training and consistently demonstrate civility, respect, and professionalism toward all clients, team members, community partners, and vendors.
If you are interested in the above position please fill out an application and email to HR@CCS-SD.ORG