Vice President/Senior Director of Human Resource Location: Remote
Department: Administrative/Human Resources
Reports To: Chief Operating Officer Job Summary: The Vice President / Senior Director of Human Resources is a senior HR leadership role responsible for directing a centralized human resources function that serves the entire BriteLife Recovery enterprise, including all facility-based staff, corporate and departmental teams, and remote team members.
Reporting to the Chief Operating Officer, the role owns enterprise HR strategy, talent management, total rewards, employee relations, regulatory and labor law compliance, and the development of HR systems and infrastructure that scale with organizational growth. The role operates with executive signing authority for HR policy and partners directly with the executive team on workforce planning and organizational design.
The role leads and builds the HR function and its team, supporting every BriteLife location, corporate and departmental teams, and all remote employees uniformly. It serves as the principal advisor to the executive team and to corporate and facility leadership on all people matters, including support to corporate leaders and their non-facility staff where applicable, ensuring consistent application of policy, equitable practice, and a workplace culture aligned with BriteLife's mission of compassionate, patient-centered behavioral health and substance use disorder care.
This position carries enterprise accountability for compliance with federal, state, and local employment law across PA, SC, NY, and NJ, and for HR readiness in support of accreditation and regulatory frameworks including Joint Commission, CARF, OASAS, DHEC, DDAP, and DOH.
Duties and Responsibilities: - Set the enterprise human resources strategy and align it with BriteLife's organizational growth plan and long-term workforce objectives across all sites.
- Serve as the senior HR voice on the leadership team, contributing to enterprise strategy on organizational design, workforce planning, and culture beyond the HR function.
- Develop and own enterprise HR policy, ensuring a consistent, equitable, and legally compliant framework applied uniformly to all site-based and remote employees across every state of operation.
- Advise the Chief Operating Officer and executive team on people implications of strategic, growth, and operational decisions.
- Direct the full HR portfolio for the entire enterprise, covering both site-based and remote employees, including recruitment, onboarding, employee relations, performance management, total rewards, and offboarding.
- Own the HR operating budget and resource allocation, optimizing staffing models and HR service delivery for cost-effective, scalable operations.
- Hold decision authority over HR policy, workflow, and the selection and configuration of HRIS, payroll, and related people technology.
- Lead continuous improvement of HR processes from a centralized function, delivering consistent service to site and remote staff while accommodating site-specific and state-specific requirements.
- Design and own enterprise HR KPIs, including time-to-fill, turnover and retention, onboarding completion, and compliance training rates.
- Build HR analytics and executive reporting that inform workforce decisions and provide leadership with timely decision support.
- Own workforce outcomes reporting to the executive team on a defined cadence, surfacing trends and recommending corrective action.
- Build the talent pipeline and organizational structures required to support BriteLife's expansion and evolving service lines.
- Champion training and development programs that strengthen leadership capability and frontline workforce competency.
- Partner with peer leaders across operations, nursing, clinical, finance, and compliance to align people practice with enterprise priorities.
- Manage external relationships with benefits brokers, employment counsel, background screening vendors, and HR service providers.
- Represent BriteLife in external HR, labor, and workforce forums and maintain awareness of evolving employment law and industry practice.
- Own the organization's employer brand and online reputation, including monitoring and responding to employer review platforms such as Glassdoor and Indeed, and leading initiatives to strengthen BriteLife's standing as an employer of choice.
- Own enterprise compliance with federal, state, and local employment and labor law across PA, SC, NY, and NJ, including wage and hour, EEO, ADA, FMLA, and leave administration.
- Hold sign-off authority on HR policy, employee handbooks, and HR-related corrective action plans and audit responses.
- Ensure HR readiness in support of Joint Commission, CARF, OASAS, DHEC, DDAP, and DOH accreditation and regulatory requirements, including credentialing file and personnel record integrity.
- Identify people-related risk and partner with legal counsel on investigations, corrective action, and resolution.
- Maintain current knowledge of evolving federal and state employment law across PA, SC, NY, and NJ, and proactively update policy, the employee handbook, and practice to ensure ongoing compliance.
- Direct the intake, investigation, and documentation of employee complaints, harassment and discrimination allegations, and EEOC, state agency, or DOL charges, coordinating with outside counsel on position statements and response strategy.
- Own I-9 and work authorization compliance, FLSA classification and wage and hour practice, mandated reporting and background screening requirements, and the retention and confidentiality of personnel and medical records in accordance with HIPAA and applicable state law.
Qualifications: - Bachelor's degree in human resources, Business Administration, or a related field.
- Minimum of 7 years of progressive human resources experience, including senior HR leadership; candidates considered at the Vice President level will typically bring 10 or more years, including executive or VP-level experience.
- Demonstrated experience leading a centralized HR function supporting multiple sites, a multi-state footprint, and a distributed or remote workforce.
- Strong working knowledge of federal and multi-state employment and labor law, including wage and hour, EEO, ADA, FMLA, and leave administration.
- Proven capability in employee relations, total rewards, talent management, and HR policy development.
- Proficiency with HRIS, payroll, and HR reporting systems.
- Valid driver's license and ability to travel between BriteLife facilities.
Preferred: - Master's degree in human resources, Business Administration, or a related field.
- SHRM-SCP, SPHR, or equivalent senior HR certification.
- Prior HR leadership experience in behavioral health, addiction treatment, or another healthcare setting.
- Experience supporting accreditation and regulatory frameworks such as Joint Commission, CARF, OASAS, DHEC, or DDAP.
- Experience with HR analytics and reporting tools such as Power BI.
- Demonstrated experience managing employment investigations and partnering with outside counsel on EEOC, DOL, or state agency matters.
Core Competencies: - Executive leadership presence and the ability to operate with corporate-level HR authority.
- Strategic and analytical thinking applied to workforce planning and organizational design.
- Cross-functional influence and the ability to lead and partner across peer leaders and facilities.
- Sound judgment under operational, regulatory, and employee relations pressure.
- Data fluency and evidence-based decision-making in people matters.
- Talent development capability and a commitment to building HR and leadership bench strength.
- Strong ethical standards, advocacy, and commitment to the BriteLife mission.
- Excellent communication and interpersonal skills.
- Highly organized and detail oriented.
- Adherence to acceptable ethical and behavioral standards of conduct.
- Maintenance of client and employee confidentiality at all times.
- Participation in continuing professional development.
Physical Requirements: - Ability to travel regularly between BriteLife facilities in PA, SC, NY, and NJ.
- Ability to lift up to 25 pounds.
- Ability to walk up and down stairs during emergency drills or situations.
- Has no mental, nervous, organic, or functional disease or psychiatric disorder likely to interfere with the ability to drive safely.
Britelife Recovery is an Equal Opportunity Employer. We value diversity and are committed to creating an inclusive environment for all employees.
