Corporate Director of Human Resources Jobs
Corporate Director of Human Resources jobs are open across healthcare, financial services, manufacturing, and technology, at every level from senior HR manager to chief people officer, with specializations in talent acquisition, organizational development, and total rewards. Find a role that fits below and apply directly.
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Showing 5 of 11+ Corporate Director of Human Resources jobs
IMPACT
The VP of Human Resources and Talent sets the vision for our HR and Talent functions — and builds what's underneath it. You'll own people strategy end-to-end: org structure, systems, and the processes that keep everything running as we scale across states and entities.
Reporting to the CEO and partnering closely with the CFO, you'll hold a real seat at the executive table while staying hands-on in the work: organizational design, HR systems and infrastructure that fuels growth across multiple states and entities for a fast-growing, missing-driving organization.
This is an architecture role, not an engagement role. Success here is measured in systems built and structures designed. An ideal candidate will rather fix the system that produces the problem than solve the problem ten times, or create a workaround for it. If you're looking for a role where people strategy is a line item, this isn't it. If want to build the operating structure of a company that's going somewhere, let's talk.
This position is based in Scottsdale, with up to 20% travel required to Oregon.
WHO WE ARE
- A family-owned organization with 20 years experience of raising the standards for in-home care — and we're still pushing higher.
- We build teams of driven, mission-obsessed experts whose energy and focus turn every initiative into a success
- Our process is our promise: proven systems and disciplined execution deliver exceptional care to every Community, Employee, and Client.
- A culture built to energize — powering meaningful careers for world changers who never settle.
- See How We're Raising the Bar
WHAT YOU'LL DO
- Serve as a strategic partner to the CEO and executive team, shaping workforce strategy, organizational design, and enterprise growth initiatives
- Own the HR function's seat at the leadership table, translating business strategy into people strategy and reporting on workforce health to ownership and executive leadership
- Build and lead a high-performing HR leadership team, establishing scalable structure and clear accountability across a multi-state, multi-entity organization
- Set the enterprise-wide HR operating model — governing infrastructure, SOPs, and processes that scale with rapid growth and acquisitions
- Ensure payroll accuracy and optimize HRIS, ATS, and benefits platforms for scale
- Provide executive oversight of complex employee relations, investigations, and performance management, ensuring sound judgment and full legal compliance at scale
- Own total rewards strategy — payroll integrity, benefits design, compensation equity, and HR systems (HRIS, ATS, benefits platforms) — for efficiency and long-term scalability
- Drive the organization's talent and culture strategy across the full employee lifecycle, including succession planning and leadership development
- Leverage workforce data and analytics to deliver executive-level insights, informing board and leadership decisions
- Lead due diligence and HR integration efforts for new markets, acquisitions, partnerships, or entity expansion
- Standardize HR practices across all locations and entities, embedding a culture of accountability, performance, and continuous improvement at an enterprise level
ROLE QUALIFICATIONS
- Senior HR executive with a proven track record leading HR functions in multi-state, fast-paced, or rapidly scaling/multi-entity organizations
- Deep expertise across employee relations, compliance, payroll, HRIS, benefits administration, and total rewards
- Strategic executive who partners effectively with CEOs, ownership, and boards while remaining hands-on enough to execute when needed
- Confident, decisive leader who builds organizational accountability through visibility, governance, and data-driven KPIs
- Skilled at influencing and building trust at every level of the organization, from frontline staff to the executive suite
- Expert knowledge of federal, state, and local employment law across multiple jurisdictions
- Builder mentality — track record of designing and scaling HR infrastructure, not just maintaining it; passionate about continuous optimization
- Experience leading HR through M&A, due diligence, or multi-entity integration a strong plus
- Experience in healthcare, home care, or a multi-entity regulated environment a strong plus
COMPREHENSIVE WELLNESS PORTFOLIO
In your role with Caring for Others, you're responsible for upholding, executing, and supporting our mission. As such, it is our honor to support you with:
- Paid Time Off and Paid Holidays*
- 100% Company-Paid Dental Insurance and Vision Insurance*
- 100% Company-Paid $25,000 Life Insurance Policy*
- 100% Company-Paid Employee Assistance Program - including mental health counseling sessions, financial coaching, provider referrals, and childcare resources - available 24/7
- Customizable Health Insurance Plans: Up to 100% Company Contribution to plan premium for Employee, PLUS additional contribution for Dependents as needed*
- 401(k) Retirement Program - with Employer Match*
- Professional Development – ongoing education, wraparound support, and leadership coaching
- A Next-Level, Comprehensive Training and Orientation Week
- And a supportive team to work alongside!
- Proactive, solution-oriented self-starter who takes initiative and works independently
- Values innovation, efficiency, and streamlined processes
- Excellent written and verbal communication skills in English
- Meticulous attention to detail, with accurate record-keeping and documentation
- Strong project management skills — strategic, organized, and intuitive
- Collaborative team player with excellent interpersonal skills
- Results-driven, with proven time management skills and the ability to juggle multiple priorities and deadlines in a fast-paced environment
- Exercises sound judgment and discretion in handling sensitive matters
- Tech-savvy and comfortable with a variety of software and devices
- Warm, welcoming, and professional demeanor with a commitment to outstanding customer service
- Strong commitment to compliance, including knowledge of HIPAA best practices for handling PHI
- Administrative experience in a related specialty such as accounting, customer service, scheduling, billing, IT, project management, sales, marketing, business development, staffing, recruiting, care coordination, compliance, office or business management, human resources, or operations
- Background in senior care, assisted living, skilled nursing, or in-home care
Caring for Others is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status. *Benefit eligibility is based on hours worked.
IMPACT
The VP of Human Resources and Talent sets the vision for our HR and Talent functions — and builds what's underneath it. You'll own people strategy end-to-end: org structure, systems, and the processes that keep everything running as we scale across states and entities.
Reporting to the CEO and partnering closely with the CFO, you'll hold a real seat at the executive table while staying hands-on in the work: organizational design, HR systems and infrastructure that fuels growth across multiple states and entities for a fast-growing, missing-driving organization.
This is an architecture role, not an engagement role. Success here is measured in systems built and structures designed. An ideal candidate will rather fix the system that produces the problem than solve the problem ten times, or create a workaround for it. If you're looking for a role where people strategy is a line item, this isn't it. If want to build the operating structure of a company that's going somewhere, let's talk.
This position is based in Scottsdale, with up to 20% travel required to Oregon.
WHO WE ARE
- A family-owned organization with 20 years experience of raising the standards for in-home care — and we're still pushing higher.
- We build teams of driven, mission-obsessed experts whose energy and focus turn every initiative into a success
- Our process is our promise: proven systems and disciplined execution deliver exceptional care to every Community, Employee, and Client.
- A culture built to energize — powering meaningful careers for world changers who never settle.
- See How We're Raising the Bar
WHAT YOU'LL DO
- Serve as a strategic partner to the CEO and executive team, shaping workforce strategy, organizational design, and enterprise growth initiatives
- Own the HR function's seat at the leadership table, translating business strategy into people strategy and reporting on workforce health to ownership and executive leadership
- Build and lead a high-performing HR leadership team, establishing scalable structure and clear accountability across a multi-state, multi-entity organization
- Set the enterprise-wide HR operating model — governing infrastructure, SOPs, and processes that scale with rapid growth and acquisitions
- Ensure payroll accuracy and optimize HRIS, ATS, and benefits platforms for scale
- Provide executive oversight of complex employee relations, investigations, and performance management, ensuring sound judgment and full legal compliance at scale
- Own total rewards strategy — payroll integrity, benefits design, compensation equity, and HR systems (HRIS, ATS, benefits platforms) — for efficiency and long-term scalability
- Drive the organization's talent and culture strategy across the full employee lifecycle, including succession planning and leadership development
- Leverage workforce data and analytics to deliver executive-level insights, informing board and leadership decisions
- Lead due diligence and HR integration efforts for new markets, acquisitions, partnerships, or entity expansion
- Standardize HR practices across all locations and entities, embedding a culture of accountability, performance, and continuous improvement at an enterprise level
ROLE QUALIFICATIONS
- Senior HR executive with a proven track record leading HR functions in multi-state, fast-paced, or rapidly scaling/multi-entity organizations
- Deep expertise across employee relations, compliance, payroll, HRIS, benefits administration, and total rewards
- Strategic executive who partners effectively with CEOs, ownership, and boards while remaining hands-on enough to execute when needed
- Confident, decisive leader who builds organizational accountability through visibility, governance, and data-driven KPIs
- Skilled at influencing and building trust at every level of the organization, from frontline staff to the executive suite
- Expert knowledge of federal, state, and local employment law across multiple jurisdictions
- Builder mentality — track record of designing and scaling HR infrastructure, not just maintaining it; passionate about continuous optimization
- Experience leading HR through M&A, due diligence, or multi-entity integration a strong plus
- Experience in healthcare, home care, or a multi-entity regulated environment a strong plus
COMPREHENSIVE WELLNESS PORTFOLIO
In your role with Caring for Others, you're responsible for upholding, executing, and supporting our mission. As such, it is our honor to support you with:
- Paid Time Off and Paid Holidays*
- 100% Company-Paid Dental Insurance and Vision Insurance*
- 100% Company-Paid $25,000 Life Insurance Policy*
- 100% Company-Paid Employee Assistance Program - including mental health counseling sessions, financial coaching, provider referrals, and childcare resources - available 24/7
- Customizable Health Insurance Plans: Up to 100% Company Contribution to plan premium for Employee, PLUS additional contribution for Dependents as needed*
- 401(k) Retirement Program - with Employer Match*
- Professional Development – ongoing education, wraparound support, and leadership coaching
- A Next-Level, Comprehensive Training and Orientation Week
- And a supportive team to work alongside!
- Proactive, solution-oriented self-starter who takes initiative and works independently
- Values innovation, efficiency, and streamlined processes
- Excellent written and verbal communication skills in English
- Meticulous attention to detail, with accurate record-keeping and documentation
- Strong project management skills — strategic, organized, and intuitive
- Collaborative team player with excellent interpersonal skills
- Results-driven, with proven time management skills and the ability to juggle multiple priorities and deadlines in a fast-paced environment
- Exercises sound judgment and discretion in handling sensitive matters
- Tech-savvy and comfortable with a variety of software and devices
- Warm, welcoming, and professional demeanor with a commitment to outstanding customer service
- Strong commitment to compliance, including knowledge of HIPAA best practices for handling PHI
- Administrative experience in a related specialty such as accounting, customer service, scheduling, billing, IT, project management, sales, marketing, business development, staffing, recruiting, care coordination, compliance, office or business management, human resources, or operations
- Background in senior care, assisted living, skilled nursing, or in-home care
Caring for Others is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status. *Benefit eligibility is based on hours worked.
Corporate Director of Human Resources Jobs by Experience Level
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Who's Hiring
What Employers Look For
The qualifications that appear most often in corporate director of human resources jobs.
- Bachelor's degree in human resources, business administration, or a related field
- 7 or more years of progressive HR leadership experience across multiple functions
- Demonstrated experience managing employee relations, compliance, and HR policy development
- Proficiency with HRIS platforms and applicant tracking systems
- SHRM-SCP or SPHR certification strongly preferred or required
- Experience leading talent acquisition, performance management, and total rewards programs
Tips for Your Corporate Director of Human Resources Job Search
Quantify workforce impact on your resume
Corporate director of human resources candidates who list headcount managed, turnover reduction percentages, and cost savings from benefit redesigns get more callbacks than those who list duties. Replace responsibility statements with outcomes your programs produced.
Apply early to roles that fit
Migrate Mate lists corporate director of human resources openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target your resume to company size
A 5,000-person manufacturer wants evidence of multi-site HR infrastructure and union relations. A 200-person growth company wants someone who built HR from scratch. Tailor the top third of your resume to match the employer's complexity before you apply.
Align credentials with the posting's budget ownership
Many corporate director of human resources postings now require demonstrated P&L or benefits budget ownership. If your resume buries this, move it to a dedicated line. Listings that ask for it are screening resumes for that term specifically.
Prepare a people-strategy narrative for interviews
Interviewers at the director level expect you to walk through a workforce challenge you diagnosed, the solution you designed, and the measurable result. Prepare two or three of these narratives from different functional areas, such as compensation, compliance, and talent development.
Negotiate total compensation, not just base pay
Corporate director of human resources offers often include an executive bonus structure, deferred compensation, or equity that is not in the initial offer letter. Ask for the full compensation breakdown in writing before you respond, so you can compare offers on equal terms.
Corporate Director of Human Resources Jobs: Frequently Asked Questions
Which companies are hiring the most corporate director of human resourcess?
Caring for Others, Mars, and Onix are hiring the most corporate director of human resourcess right now, with openings concentrated in Arizona, Kansas, and Florida, based on current listings on Migrate Mate as of November 2026. Healthcare systems, large manufacturers, and financial services firms tend to post the most director-level HR roles consistently.
How many corporate director of human resources jobs are remote?
About 50% of corporate director of human resources openings are fully remote or hybrid as of November 2026, though fully on-site roles remain common because directors often need direct access to executive leadership and employee populations. Functions such as HR operations, compensation strategy, and HR business partnering are more likely to offer remote or hybrid flexibility than roles tied to a single facility or workforce.
How do you become a corporate director of human resources?
Start by building a foundation across core HR functions including recruiting, employee relations, benefits administration, and compliance, typically in generalist or specialist roles. Progress into HR manager or business partner positions where you own decisions and lead a team. Earning an SHRM-SCP or SPHR credential signals readiness for director-level responsibility. Directors are typically expected to demonstrate they have influenced business strategy, not just executed HR programs.
Can you get a corporate director of human resources job without prior director experience?
Yes, candidates who have served as senior HR managers or HR business partners with cross-functional scope regularly make this transition. The key is demonstrating that you have already operated at a strategic level, owned a budget, led a team, and driven measurable workforce outcomes. Postings that say 'director' but show a relatively small company or single-location scope are often the most accessible entry points for first-time directors.
What does the corporate director of human resources interview process look like?
Most corporate director of human resources interviews run three to five rounds. An initial screen with HR or a talent acquisition partner is followed by a panel interview with the CHRO or VP of HR and business unit leaders. A final round typically includes a presentation or case study on a workforce challenge, and sometimes a conversation with the CEO or CFO. References from previous executives you have supported are almost always required before an offer is extended.
Where can I find and apply to corporate director of human resources jobs?
You can find and apply to corporate director of human resources jobs on Migrate Mate, which lists current openings from employers across the United States. Search the listings to find roles that match your experience and functional background, then apply directly to each one that fits.
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Find roles that match your experience and apply in just a few clicks.
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