Job DetailsJob Location: Mars Campus - Mars, PA 16046Position Type: Full TimeEducation Level: 4 Year DegreeSalary Range: $74,792.00 - $116,863.00 SalaryJob Category: Human ResourcesMHY Family Services is seeking a Director, Human Resources to lead its HR Department. If you’re looking for an exciting opportunity within a supportive work environment, apply today!

Benefits Include:

Full time/salaried position
Excellent medical, dental, and vision benefits with opt out incentive
Employer paid life insurance & short-term/long term disability insurance
403(b) Retirement plan w/ Employer Match
457 Retirement plan for Director level positions w/ Employer Match
PTO offered within the first year of employment
12 Paid holidays 
Employer paid Calm subscription

Why MHY Family Services?

MHY Family Services is an organization that you can be proud to be a part of, where you will be coached, challenged, and empowered to grow as a person and a professional. MHY Family Services (MHY) is over 140 years old and a non-profit organization that provides support and services through residential, educational and community-based programming all over Pennsylvania, primarily in Western PA.

MHY strives to meet the changing needs of at-risk youth and their families through a practical and holistic approach to treatment. Youth and families have the opportunity to learn skills that help them manage and cope with trauma-based issues and to re-engage with home, school and community.

About the Director, Human Resources position

The Human Resources Director serves as the organization’s sole HR professional and provides both strategic leadership and hands-on execution of all human resources functions. This hybrid role balances high-level planning with day-to-day operational responsibilities to support a small, mission-driven nonprofit organization. The position partners closely with executive leadership ensure HR practices are compliant, equitable, efficient, and aligned with organizational values, while directly managing recruitment, employee relations, benefits, compliance, and HR systems.

As an HR team of one, this role requires flexibility, strong judgment, and the ability to shift seamlessly between strategy and implementation.
QualificationsESSENTIAL DUTIES AND RESPONSIBILITIES

The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Strategic Leadership & Organizational Partnership

Serve as the organization’s primary HR leader and point of contact for all human resources matters.

Partner closely with executive leadership to provide HR guidance, workforce planning support, and risk management recommendations.

Develop and implement HR strategies, policies, and practices appropriate for a small nonprofit environment.

Participate in leadership meetings, contributing HR insight to organizational planning, budgeting, and decision-making.

Balance strategic planning with direct execution of HR initiatives.

Talent Acquisition & Workforce Planning

Work with supervisors to manage and maintain the full-cycle recruitment process for all positions.

Assist supervisors as needed when reviewing and scoring initial resumes as they are received.

Conduct initial screening calls of candidates remaining after initial review by supervisors and send recommendations to hiring supervisors.

Prepare and issue offer letters, employment agreements, and onboarding documentation.

Lead and manage onboarding for all new employees, ensuring completion of required paperwork, system access, policy acknowledgements, and orientation to organizational culture and expectations.

Serve as the primary point of contact for new hires during the onboarding period to ensure a smooth and compliant transition into the organization.

Ensure recruitment and onboarding practices are consistent, compliant, and aligned with organizational needs.

Employee Relations, Culture & Performance

Promote and sustain a positive, inclusive, and high-performing organizational culture.

Provide oversight and guidance on employee relations matters, including investigations, corrective actions, and conflict resolution.

Ensure consistent application of HR policies and employment practices across the organization.

Promote and sustain a positive, inclusive, and high-performing organizational culture.

Oversee and maintain performance management systems, including probationary reviews, annual evaluations, goal-setting processes, and performance review tools, while ensuring leadership accountability for timely completion.

HR Compliance, Policy & Risk Management

Manage and process all employee leave-related documentation, including FMLA and other protected leaves, ensuring timely communication, accurate tracking, and compliance with applicable laws.

Prepare and issue employee separation documentation, including termination and resignation letters, in coordination with leadership and legal guidance as needed.

Ensure organizational compliance with all federal, state, and local employment laws, including FLSA, ADA, FMLA, ACA and nonprofit-specific regulations.

Oversee the development, review, and maintenance of all HR policies and procedures.

Ensure the employee handbook is reviewed and updated annually, distributed appropriately, and acknowledged by employees.

Manage HR-related audits, grant reporting requirements, and board-level reporting.

Compensation, Benefits & Wage Equity

Provide strategic oversight of compensation practices, including leading compensation reviews, wage analyses, and salary structure recommendations to ensure internal equity, market competitiveness, and fiscal responsibility.

Partner with leadership to ensure compensation practices align with organizational budgets and nonprofit standards.

Oversee benefits administration, open enrollment, broker relationships, and benefit plan compliance.

HR Operations, Systems & Payroll Oversight

Directly manage all HR operations, including HRIS administration, personnel records, and reporting.

Ensure positions, classifications, and compensation are accurately maintained within HRIS and payroll systems.

Partner with payroll and finance to ensure timely and accurate processing of payroll changes, benefits deductions, and leave tracking.

Serve as the primary system administrator for HR-related platforms.

Training, Development & Leadership Support

Work with program leaders to ensure compliance with required training, certifications, and continuing education.

Support leadership development initiatives and succession planning efforts.

Nonprofit & Mission Support

Oversee HR components of grant reporting, including staffing data, job descriptions, and compliance documentation.

Provide strategic HR support for organizational initiatives, committees, and employee wellness or DEI efforts.

EDUCATION AND/OR EXPERIENCE

Qualifications:

Bachelor’s degree in Human Resources, Business Administration, or related field (required).

Minimum of 5–8 years of progressive HR experience, with demonstrated ability to work independently and manage a broad range of HR functions.

Demonstrated experience in nonprofit or mission-driven organizations preferred.

In-depth knowledge of employment law, HR best practices, compensation, and benefits administration.

SHRM-CP, SHRM-SCP, or equivalent professional certification preferred.

Strong leadership, communication, and strategic planning skills.

Ability to maintain confidentiality and exercise sound judgment with sensitive information.

Experience with HRIS systems and Microsoft Office applications.

OTHER QUALIFICATIONS

Communication Skills

Exceptional interpersonal and communication skills with the ability to present information clearly to staff, leadership, and external stakeholders. Ability to prepare reports, policies, and board-level documentation.

Strategic Planning & Leadership

Demonstrated ability to translate organizational strategy into effective HR initiatives. Ability to lead change, influence decision-making, and foster collaboration across departments.

Adaptability

Ability to manage competing priorities and navigate change in a dynamic nonprofit environment while maintaining effectiveness and professionalism.