HR Director Jobs in Pennsylvania
HR Director jobs in Pennsylvania are consistently active, with strong demand across healthcare systems, higher education, financial services, and manufacturing throughout the state. Philadelphia, Pittsburgh, and the Lehigh Valley are the primary hiring centers, home to major employers like UPMC, Independence Blue Cross, and Comcast. Talent acquisition strategy, HR business partnering, and compliance with Pennsylvania labor law are among the most sought-after specialties, with openings at every level from newly promoted managers through senior executives. Find a role that fits below and apply directly.
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Director of Human Resources
Philadelphia, Pa.
About KenCCID
At KenCCID, we promote dignity, choice, and opportunity for individuals with intellectual and developmental disabilities so they can achieve their fullest potential. We believe that fulfilling this mission begins with creating a workplace where employees feel valued, supported, respected, and empowered to do their best work.
Understanding Our Environment
KenCCID operates within a highly regulated human services environment that supports individuals with intellectual and developmental disabilities. The organization is regulated by the Pennsylvania Department of Human Services (DHS), Office of Developmental Programs (ODP), and must comply with applicable federal, state, and local requirements, including Pennsylvania's Chapter 6100 and Chapter 6400 regulations. These regulations influence many aspects of organizational operations, including employee training, documentation, investigations, compliance oversight, quality management, and service delivery. Experience working within a regulated environment is valued, and successful candidates should be prepared to understand and support the regulatory responsibilities that are fundamental to KenCCID's mission and operations.
We are seeking an experienced, people-centered Director of Human Resources to serve as a strategic partner to the CEO and leadership team and lead all aspects of the human resources function. This is an opportunity for an accomplished HR leader to make a meaningful impact on organizational culture, employee engagement, labor and employee relations, leadership development, and workforce effectiveness.
The successful candidate will be a trusted advisor, thoughtful problem solver, and approachable leader who combines strong business judgment with emotional intelligence. We are looking for someone who can build trust, strengthen relationships, support managers, navigate complex employee and labor relations matters, and foster a culture of accountability, professionalism, empathy, and mutual respect.
Position Summary
The Director of Human Resources serves as the organization's senior human resources leader and strategic business partner to the Chief Executive Officer and leadership team. This role is responsible for advancing KenCCID's mission by building a high-performing, employee-centered culture that promotes trust, accountability, engagement, and organizational effectiveness.
The Director leads all aspects of the HR function, including employee and labor relations, talent acquisition, compensation and benefits, performance management, training and development, HR compliance, HR systems, and organizational culture. The Director serves as a trusted advisor and coach to managers and leaders throughout the organization while ensuring compliance with collective bargaining agreements, employment laws, and organizational policies.
The successful candidate will demonstrate strong emotional intelligence, sound judgment, and exceptional relationship-building skills. This leader will foster trust and credibility throughout the organization while supporting KenCCID's commitment to dignity, choice, and high-quality services for the individuals we serve.
Reports to: Chief Executive Officer
Directs reports: HR Generalist/Employee Relations, HR Recruiter, Training team, and Front Office Assistant, other HR personnel as required by organizational needs.
FLSA Status: Exempt
Status: This is a full-time, salaried position.
Location: This position is based at KenCCID's Administrative Office and requires a regular on-site presence. The Director of Human Resources is expected to maintain visibility and accessibility throughout the organization and will periodically travel to KenCCID program locations and other sites as needed to support employees, managers, and organizational initiatives.
Salary Range: $100,000 - $115,000 annually
Position Responsibilities
Strategy
- Responsible for the overarching support of all KenCCID employees to ensure that initiatives, policies, workflows, and employment decisions further KenCCID’s mission, vision and values and promote workforce cohesion and productivity.
- Ensures that all HR initiatives and actions are carried out without infringing on the rights of KenCCID’s Individuals (“Individuals”) and without jeopardizing the health or safety of any Individuals.
- Develops an employee-oriented organizational culture that emphasizes employee development, teamwork, accountability, employee retention, high performance and quality.
- Implements/oversees a uniform system of supervision throughout the agency to further KenCCID’s mission, facilitate employee development, and retain quality employees.
- Supports Managers and Directors in periodic (annual, quarterly and first 90-days) evaluations of subordinates, ensures fair and objective evaluation criteria, and authorizes final evaluation for delivery to subordinate.
- Leads ongoing training initiatives to empower managers to effectively supervise subordinates, support their development, and timely address poor performance and misconduct.
- Implements visible employee recognition programs that reward solution-oriented employees, recognize excellent performance, and celebrate promotions.
- Ensures KenCCID’s ongoing compliance with federal, state, local and Collective Bargaining Agreement (“CBA”) legal requirements by staying up to date on the statutory and regulatory landscape applicable to KenCCID’s workforce and ensuring ongoing adherence to these requirements through policy creation and personnel training.
- Effectively represents KenCCID’s interests when interacting with the union, while maintaining a collaborative relationship with Union personnel.
- Implements noncash incentive programs to boost morale and enhance retention.
- Oversees Training Department to ensure licensing readiness, ODP-required training compliance, and workplace productivity training. Effectively leverages training department talent to support HR initiatives and strategies.
- Ensures staffing vacancies are filled timely with eligible new hires. Monitors recruiting activity ensure compliance with applicable regulations and other laws.
Employee Relations
- Ensures uniformity of disciplinary measures, and other terms and conditions of employment.
- Ensures that all Union interactions are in compliance with the current “CBA” and KenCCID’s standards.
- Ensures that the Employee Handbook, policies and procedures and employee onboarding meet regulatory compliance and address current needs.
- Institutes conflict resolution strategies and team building initiatives and systems to drive cohesion and teamwork.
- Ensures all policies contribute to employer-desired workforce culture.
- Monitors and updates KenCCID’s employee notices and policies to ensure compliance with federal, state and local laws, including the regulations that govern KenCCID’s obligations to Individuals.
- Establishes facts and findings to enforce timely disciplinary actions, including reviewing investigation materials of any incident that may lead to adverse employment action to ensure that material information is documented with regard to description of incident, documentation of evidence, and witness statements/interviews, and that all conclusions or disciplinary actions are supported by reliable evidence and that such evidence is included in the content of the final report.
Benefits and HRIS
- Coordinates with vendors and other KenCCID departments to ensure that employees have received all ERISA-mandated notices for employee benefit and retirement programs and that KenCCID is compliant with its obligations under the ACA.
- Leads effort to implement an HRIS that increases the efficiency of the HR function and oversees training and integration efforts to ensure effective use of the HRIS across the agency.
- Establishes and oversees processes to ensure that all leaves of absence and ADA requests are reviewed timely and the basis for all decisions is documented and communicated in accordance with current laws in effect.
- Coordinates with workers’ compensation and disability carrier to implement and oversee process to effectively handle employee injury claims to minimize employee downtime and risk of increased premiums.
- Effectively negotiates renewals or adoptions of benefit programs to minimize cost to KenCCID.
- Collaborates with CFO (or designee) on 403B Plan and Fiduciary compliance approvals.
- Establishes and oversees procedures to ensure employee data is protected and handled appropriately through various internal departments.
Talent Management
- Designs all compensation programs in collaboration with the CEO and Fiscal Director.
- Approves all offers, terminations and raises.
- Periodically updates job descriptions for each position to ensure that current job responsibilities and requirements are accurately reflected.
- Oversees KenCCID’s training function to ensure ODP compliance, legal compliance, and employee empowerment and development.
- Monitors employees’ attitudes, productivity, disciplinary actions and performance outcomes to provide increased support to supervisors and managers where needed or implement solutions to identify workforce challenges.
- Assures timely annual performance reviews for all employees and develops and enforces Performance Improvement Plans as needed.
- Identifies, evaluates, and resolves human relations, employee morale, work performance, and organizational productivity concerns within KenCCID.
- Implements HR programs, policies and strategies by establishing departmental benchmarks and processes for talent acquisition and retention, staffing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning. Ensures compliance with all Equal Employment Opportunity (EEO) laws and regulations. Oversees the preparation and submission of required EEO reports, including the annual EEO-1 report, and promote employment practices that support equal opportunity, nondiscrimination, and fair treatment of all employees.
- Partners with managers and organizational leaders to support compliance with Occupational Safety and Health Administration (OSHA) requirements and workplace safety initiatives. Monitors workplace injury trends, supports accident investigations, and recommends corrective actions to reduce organizational risk and promotes a safe working environment.
Other Duties
- Supports Chief Executive Officer by providing human resources advice, counsel, and solutions.
- Participates as a senior management team member in weekly Operations Meeting.
Key Performance Indicators
- Demonstrate improvement in employee perceptions of HR effectiveness, accessibility, professionalism, and responsiveness.
- Improve retention of Direct Support Professionals (DSPs) and Community House Managers (CHMs).
- Reduce turnover during employees' introductory/probationary period.
- Develop and implement strategies that improve employee engagement and workforce stability.
- Strengthen employee confidence and trust in Human Resources.
- Ensure consistent application of policies, disciplinary practices, and performance management processes.
- Reduce the number and cost of grievances, arbitrations, mediations, and related labor disputes.
- Improve manager effectiveness through coaching, training, and accountability initiatives.
- Increase completion and quality of employee performance evaluations.
- Implement leadership development initiatives that support employee retention and organizational performance.
- Maintain compliance with all applicable federal, state, local, and collective bargaining requirements.
- Achieve positive outcomes in HR-related audits, inspections, and regulatory reviews.
- Ensure timely administration of benefits, leaves of absence, accommodations, and employee records.
- Establish meaningful HR metrics and reporting systems to inform leadership decision-making.
- Implement process improvements that increase efficiency, consistency, and service delivery within the HR function.
- Manage HR programs and departmental resources within approved budgets.
- Foster an employee-centered culture characterized by trust, respect, accountability, and inclusion.
- Improve employee engagement and strengthen HR's reputation as a trusted partner to employees and leaders.
- Promote a workplace environment that supports KenCCID's mission, values, and commitment to dignity and choice.
Education and Experience Requirements
- Seven (7) or more years of progressive HR leadership experience
- Bachelor’s degree in related field.
- Experience leading employee relations functions, including investigations, performance management, conflict resolution, and disciplinary processes
- Experience supervising HR staff and advising senior leaders
- Experience ensuring compliance with employment laws and HR regulations
- Experience working in a unionized environment, including interpreting collective bargaining agreements and responding to grievances
- Strong written and verbal communication skills
- Experienced in use of Microsoft Office Suite, LMS, Relias and ADP.
Preferred Requirements
- Master’s degree in related field
- Experience in nonprofit, human services, healthcare, or behavioral health organizations
- SHRM-CP/SCP or PHR/SPHR Certification
- HRIS implementation or optimization experience
- Experience with supporting large direct service or hourly workforce
- Experience supporting HR compliance within Pennsylvania's Office of Developmental Programs (ODP) regulatory framework, including familiarity with 55 Pa. Code Chapters 6100 and 6400 and their impact on workforce management, employee records, training, investigations, and organizational compliance.
Position Competencies
- Demonstrates a high degree of emotional intelligence, self-awareness, empathy, professionalism, and sound judgment in all interactions.
- Builds trust and credibility with employees, managers, union representatives, and leadership through active listening, respectful communication, and consistent follow-through.
- Demonstrates the ability to address difficult employee relations matters with compassion, fairness, objectivity, and accountability.
- Creates an environment where employees feel heard, respected, and valued while maintaining appropriate organizational boundaries and performance expectations.
- Builds and sustains a positive, inclusive, and employee-centered workplace culture.
- Demonstrates success improving employee engagement, strengthening workplace relationships, and fostering trust between employees, leadership, and HR.
- Models respectful leadership behaviors that promote accountability, transparency, collaboration, and mutual respect.
- Develops and implements HR strategies that align workforce needs with organizational goals and mission.
- Uses workforce data and key performance indicators to identify trends, solve problems, and drive organizational improvement.
- Demonstrates sound business acumen and the ability to evaluate the operational and financial impact of HR decisions.
- Leads organizational change initiatives and supports leaders through periods of growth, transition, and workforce challenges.
- Demonstrates ability to manage complex employee relations matters, workplace investigations, disciplinary actions, conflict resolution, and performance management issues.
- Effectively partners with union representatives and leadership while ensuring compliance with collective bargaining agreements and organizational standards.
- Exercises sound judgment in balancing employee advocacy, organizational needs, legal compliance, and operational realities.
- Successfully coaches managers on employee relations, performance management, and workplace conflict.
- Maintains comprehensive knowledge of federal, state, and local employment laws and HR regulatory requirements.
- Demonstrates the ability to implement policies, procedures, and practices that reduce organizational risk and ensure legal compliance.
- Conducts objective reviews of information and makes defensible employment recommendations based on facts and evidence.
- Maintains a high degree of confidentiality and professionalism when handling sensitive information.
- Communicates clearly, professionally, and effectively with employees, managers, executive leadership, union representatives, and external stakeholders through verbal, written, presentation, and interpersonal interactions.
- Demonstrates ability to influence leaders, managers, employees, and external stakeholders through collaboration and credibility.
- Communicates difficult decisions and complex information clearly, professionally, and respectfully.
- Demonstrates strong analytical and critical-thinking skills, exercises sound judgment, and develops effective solutions to complex organizational and workforce challenges.
- Maintains organization and focus while managing multiple priorities, projects, and deadlines in a dynamic environment.
- Demonstrates the ability to effectively facilitate training, lead group discussions, and present recommendations, findings, and strategic initiatives to senior leadership and other stakeholders.
- Demonstrates adaptability, resourcefulness, and the ability to respond effectively to changing organizational needs.
- Leverages technology, HR systems, and workforce data to improve operational efficiency, support informed decision-making, enhance employee experience, and strengthen organizational effectiveness.
First-Year Success Measures
The successful candidate will:
- Strengthen employee confidence and trust in Human Resources.
- Improve employee engagement and workforce stability.
- Increase retention of Direct Support Professionals (DSPs) and Community House Managers (CHMs).
- Reduce grievances, mediations, and labor-related disputes.
- Improve manager effectiveness through coaching and development.
- Maintain compliance with all applicable employment laws and regulatory requirements.
- Establish meaningful HR metrics and reporting systems.
- Foster an employee-centered culture characterized by trust, respect, accountability, and inclusion.
Application Instructions
To be considered, applicants must submit both a resume and a cover letter.
Your cover letter should address:
- Why are you interested in serving as KenCCID's Director of Human Resources.
- How you would help foster a culture of trust, accountability, professionalism, empathy, and mutual respect.
- How your experience has prepared you to lead employee and labor relations functions within a complex organization.
Applications submitted without a cover letter will not be considered.
Apply here
Candidates selected to advance in the search process can expect to participate in:
First-Round Interview
45-minute interview with the Interim Director of Human Resources.
Search Committee Interview
75-minute virtual panel interview with members of the search committee.
Finalist Presentation
Selected finalists will be invited onsite to deliver a presentation to the search committee addressing the following:
As the incoming Director of Human Resources, what would your first-year strategy be to:
- Rebuild employee trust and strengthen workplace culture.
- Develop manager accountability and leadership effectiveness.
- Strengthen employee and labor relations while improving workforce stability.
Finalists should also address:
- Key priorities during the first 90 days.
- First-year initiatives.
- Measures of success.
- Anticipated challenges and approaches for addressing them.
Presentation:
- 20 minutes
- 20-30 minutes Q&A
- Maximum 10 slides
Executive Interview
Finalists will participate in a follow-up interview with the CEO and other members of the executive leadership team.
Equal Employment Opportunity
KenCCID is an Equal Opportunity Employer and is committed to creating an inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected characteristic under applicable law.
Director of Human Resources
Philadelphia, Pa.
About KenCCID
At KenCCID, we promote dignity, choice, and opportunity for individuals with intellectual and developmental disabilities so they can achieve their fullest potential. We believe that fulfilling this mission begins with creating a workplace where employees feel valued, supported, respected, and empowered to do their best work.
Understanding Our Environment
KenCCID operates within a highly regulated human services environment that supports individuals with intellectual and developmental disabilities. The organization is regulated by the Pennsylvania Department of Human Services (DHS), Office of Developmental Programs (ODP), and must comply with applicable federal, state, and local requirements, including Pennsylvania's Chapter 6100 and Chapter 6400 regulations. These regulations influence many aspects of organizational operations, including employee training, documentation, investigations, compliance oversight, quality management, and service delivery. Experience working within a regulated environment is valued, and successful candidates should be prepared to understand and support the regulatory responsibilities that are fundamental to KenCCID's mission and operations.
We are seeking an experienced, people-centered Director of Human Resources to serve as a strategic partner to the CEO and leadership team and lead all aspects of the human resources function. This is an opportunity for an accomplished HR leader to make a meaningful impact on organizational culture, employee engagement, labor and employee relations, leadership development, and workforce effectiveness.
The successful candidate will be a trusted advisor, thoughtful problem solver, and approachable leader who combines strong business judgment with emotional intelligence. We are looking for someone who can build trust, strengthen relationships, support managers, navigate complex employee and labor relations matters, and foster a culture of accountability, professionalism, empathy, and mutual respect.
Position Summary
The Director of Human Resources serves as the organization's senior human resources leader and strategic business partner to the Chief Executive Officer and leadership team. This role is responsible for advancing KenCCID's mission by building a high-performing, employee-centered culture that promotes trust, accountability, engagement, and organizational effectiveness.
The Director leads all aspects of the HR function, including employee and labor relations, talent acquisition, compensation and benefits, performance management, training and development, HR compliance, HR systems, and organizational culture. The Director serves as a trusted advisor and coach to managers and leaders throughout the organization while ensuring compliance with collective bargaining agreements, employment laws, and organizational policies.
The successful candidate will demonstrate strong emotional intelligence, sound judgment, and exceptional relationship-building skills. This leader will foster trust and credibility throughout the organization while supporting KenCCID's commitment to dignity, choice, and high-quality services for the individuals we serve.
Reports to: Chief Executive Officer
Directs reports: HR Generalist/Employee Relations, HR Recruiter, Training team, and Front Office Assistant, other HR personnel as required by organizational needs.
FLSA Status: Exempt
Status: This is a full-time, salaried position.
Location: This position is based at KenCCID's Administrative Office and requires a regular on-site presence. The Director of Human Resources is expected to maintain visibility and accessibility throughout the organization and will periodically travel to KenCCID program locations and other sites as needed to support employees, managers, and organizational initiatives.
Salary Range: $100,000 - $115,000 annually
Position Responsibilities
Strategy
- Responsible for the overarching support of all KenCCID employees to ensure that initiatives, policies, workflows, and employment decisions further KenCCID’s mission, vision and values and promote workforce cohesion and productivity.
- Ensures that all HR initiatives and actions are carried out without infringing on the rights of KenCCID’s Individuals (“Individuals”) and without jeopardizing the health or safety of any Individuals.
- Develops an employee-oriented organizational culture that emphasizes employee development, teamwork, accountability, employee retention, high performance and quality.
- Implements/oversees a uniform system of supervision throughout the agency to further KenCCID’s mission, facilitate employee development, and retain quality employees.
- Supports Managers and Directors in periodic (annual, quarterly and first 90-days) evaluations of subordinates, ensures fair and objective evaluation criteria, and authorizes final evaluation for delivery to subordinate.
- Leads ongoing training initiatives to empower managers to effectively supervise subordinates, support their development, and timely address poor performance and misconduct.
- Implements visible employee recognition programs that reward solution-oriented employees, recognize excellent performance, and celebrate promotions.
- Ensures KenCCID’s ongoing compliance with federal, state, local and Collective Bargaining Agreement (“CBA”) legal requirements by staying up to date on the statutory and regulatory landscape applicable to KenCCID’s workforce and ensuring ongoing adherence to these requirements through policy creation and personnel training.
- Effectively represents KenCCID’s interests when interacting with the union, while maintaining a collaborative relationship with Union personnel.
- Implements noncash incentive programs to boost morale and enhance retention.
- Oversees Training Department to ensure licensing readiness, ODP-required training compliance, and workplace productivity training. Effectively leverages training department talent to support HR initiatives and strategies.
- Ensures staffing vacancies are filled timely with eligible new hires. Monitors recruiting activity ensure compliance with applicable regulations and other laws.
Employee Relations
- Ensures uniformity of disciplinary measures, and other terms and conditions of employment.
- Ensures that all Union interactions are in compliance with the current “CBA” and KenCCID’s standards.
- Ensures that the Employee Handbook, policies and procedures and employee onboarding meet regulatory compliance and address current needs.
- Institutes conflict resolution strategies and team building initiatives and systems to drive cohesion and teamwork.
- Ensures all policies contribute to employer-desired workforce culture.
- Monitors and updates KenCCID’s employee notices and policies to ensure compliance with federal, state and local laws, including the regulations that govern KenCCID’s obligations to Individuals.
- Establishes facts and findings to enforce timely disciplinary actions, including reviewing investigation materials of any incident that may lead to adverse employment action to ensure that material information is documented with regard to description of incident, documentation of evidence, and witness statements/interviews, and that all conclusions or disciplinary actions are supported by reliable evidence and that such evidence is included in the content of the final report.
Benefits and HRIS
- Coordinates with vendors and other KenCCID departments to ensure that employees have received all ERISA-mandated notices for employee benefit and retirement programs and that KenCCID is compliant with its obligations under the ACA.
- Leads effort to implement an HRIS that increases the efficiency of the HR function and oversees training and integration efforts to ensure effective use of the HRIS across the agency.
- Establishes and oversees processes to ensure that all leaves of absence and ADA requests are reviewed timely and the basis for all decisions is documented and communicated in accordance with current laws in effect.
- Coordinates with workers’ compensation and disability carrier to implement and oversee process to effectively handle employee injury claims to minimize employee downtime and risk of increased premiums.
- Effectively negotiates renewals or adoptions of benefit programs to minimize cost to KenCCID.
- Collaborates with CFO (or designee) on 403B Plan and Fiduciary compliance approvals.
- Establishes and oversees procedures to ensure employee data is protected and handled appropriately through various internal departments.
Talent Management
- Designs all compensation programs in collaboration with the CEO and Fiscal Director.
- Approves all offers, terminations and raises.
- Periodically updates job descriptions for each position to ensure that current job responsibilities and requirements are accurately reflected.
- Oversees KenCCID’s training function to ensure ODP compliance, legal compliance, and employee empowerment and development.
- Monitors employees’ attitudes, productivity, disciplinary actions and performance outcomes to provide increased support to supervisors and managers where needed or implement solutions to identify workforce challenges.
- Assures timely annual performance reviews for all employees and develops and enforces Performance Improvement Plans as needed.
- Identifies, evaluates, and resolves human relations, employee morale, work performance, and organizational productivity concerns within KenCCID.
- Implements HR programs, policies and strategies by establishing departmental benchmarks and processes for talent acquisition and retention, staffing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning. Ensures compliance with all Equal Employment Opportunity (EEO) laws and regulations. Oversees the preparation and submission of required EEO reports, including the annual EEO-1 report, and promote employment practices that support equal opportunity, nondiscrimination, and fair treatment of all employees.
- Partners with managers and organizational leaders to support compliance with Occupational Safety and Health Administration (OSHA) requirements and workplace safety initiatives. Monitors workplace injury trends, supports accident investigations, and recommends corrective actions to reduce organizational risk and promotes a safe working environment.
Other Duties
- Supports Chief Executive Officer by providing human resources advice, counsel, and solutions.
- Participates as a senior management team member in weekly Operations Meeting.
Key Performance Indicators
- Demonstrate improvement in employee perceptions of HR effectiveness, accessibility, professionalism, and responsiveness.
- Improve retention of Direct Support Professionals (DSPs) and Community House Managers (CHMs).
- Reduce turnover during employees' introductory/probationary period.
- Develop and implement strategies that improve employee engagement and workforce stability.
- Strengthen employee confidence and trust in Human Resources.
- Ensure consistent application of policies, disciplinary practices, and performance management processes.
- Reduce the number and cost of grievances, arbitrations, mediations, and related labor disputes.
- Improve manager effectiveness through coaching, training, and accountability initiatives.
- Increase completion and quality of employee performance evaluations.
- Implement leadership development initiatives that support employee retention and organizational performance.
- Maintain compliance with all applicable federal, state, local, and collective bargaining requirements.
- Achieve positive outcomes in HR-related audits, inspections, and regulatory reviews.
- Ensure timely administration of benefits, leaves of absence, accommodations, and employee records.
- Establish meaningful HR metrics and reporting systems to inform leadership decision-making.
- Implement process improvements that increase efficiency, consistency, and service delivery within the HR function.
- Manage HR programs and departmental resources within approved budgets.
- Foster an employee-centered culture characterized by trust, respect, accountability, and inclusion.
- Improve employee engagement and strengthen HR's reputation as a trusted partner to employees and leaders.
- Promote a workplace environment that supports KenCCID's mission, values, and commitment to dignity and choice.
Education and Experience Requirements
- Seven (7) or more years of progressive HR leadership experience
- Bachelor’s degree in related field.
- Experience leading employee relations functions, including investigations, performance management, conflict resolution, and disciplinary processes
- Experience supervising HR staff and advising senior leaders
- Experience ensuring compliance with employment laws and HR regulations
- Experience working in a unionized environment, including interpreting collective bargaining agreements and responding to grievances
- Strong written and verbal communication skills
- Experienced in use of Microsoft Office Suite, LMS, Relias and ADP.
Preferred Requirements
- Master’s degree in related field
- Experience in nonprofit, human services, healthcare, or behavioral health organizations
- SHRM-CP/SCP or PHR/SPHR Certification
- HRIS implementation or optimization experience
- Experience with supporting large direct service or hourly workforce
- Experience supporting HR compliance within Pennsylvania's Office of Developmental Programs (ODP) regulatory framework, including familiarity with 55 Pa. Code Chapters 6100 and 6400 and their impact on workforce management, employee records, training, investigations, and organizational compliance.
Position Competencies
- Demonstrates a high degree of emotional intelligence, self-awareness, empathy, professionalism, and sound judgment in all interactions.
- Builds trust and credibility with employees, managers, union representatives, and leadership through active listening, respectful communication, and consistent follow-through.
- Demonstrates the ability to address difficult employee relations matters with compassion, fairness, objectivity, and accountability.
- Creates an environment where employees feel heard, respected, and valued while maintaining appropriate organizational boundaries and performance expectations.
- Builds and sustains a positive, inclusive, and employee-centered workplace culture.
- Demonstrates success improving employee engagement, strengthening workplace relationships, and fostering trust between employees, leadership, and HR.
- Models respectful leadership behaviors that promote accountability, transparency, collaboration, and mutual respect.
- Develops and implements HR strategies that align workforce needs with organizational goals and mission.
- Uses workforce data and key performance indicators to identify trends, solve problems, and drive organizational improvement.
- Demonstrates sound business acumen and the ability to evaluate the operational and financial impact of HR decisions.
- Leads organizational change initiatives and supports leaders through periods of growth, transition, and workforce challenges.
- Demonstrates ability to manage complex employee relations matters, workplace investigations, disciplinary actions, conflict resolution, and performance management issues.
- Effectively partners with union representatives and leadership while ensuring compliance with collective bargaining agreements and organizational standards.
- Exercises sound judgment in balancing employee advocacy, organizational needs, legal compliance, and operational realities.
- Successfully coaches managers on employee relations, performance management, and workplace conflict.
- Maintains comprehensive knowledge of federal, state, and local employment laws and HR regulatory requirements.
- Demonstrates the ability to implement policies, procedures, and practices that reduce organizational risk and ensure legal compliance.
- Conducts objective reviews of information and makes defensible employment recommendations based on facts and evidence.
- Maintains a high degree of confidentiality and professionalism when handling sensitive information.
- Communicates clearly, professionally, and effectively with employees, managers, executive leadership, union representatives, and external stakeholders through verbal, written, presentation, and interpersonal interactions.
- Demonstrates ability to influence leaders, managers, employees, and external stakeholders through collaboration and credibility.
- Communicates difficult decisions and complex information clearly, professionally, and respectfully.
- Demonstrates strong analytical and critical-thinking skills, exercises sound judgment, and develops effective solutions to complex organizational and workforce challenges.
- Maintains organization and focus while managing multiple priorities, projects, and deadlines in a dynamic environment.
- Demonstrates the ability to effectively facilitate training, lead group discussions, and present recommendations, findings, and strategic initiatives to senior leadership and other stakeholders.
- Demonstrates adaptability, resourcefulness, and the ability to respond effectively to changing organizational needs.
- Leverages technology, HR systems, and workforce data to improve operational efficiency, support informed decision-making, enhance employee experience, and strengthen organizational effectiveness.
First-Year Success Measures
The successful candidate will:
- Strengthen employee confidence and trust in Human Resources.
- Improve employee engagement and workforce stability.
- Increase retention of Direct Support Professionals (DSPs) and Community House Managers (CHMs).
- Reduce grievances, mediations, and labor-related disputes.
- Improve manager effectiveness through coaching and development.
- Maintain compliance with all applicable employment laws and regulatory requirements.
- Establish meaningful HR metrics and reporting systems.
- Foster an employee-centered culture characterized by trust, respect, accountability, and inclusion.
Application Instructions
To be considered, applicants must submit both a resume and a cover letter.
Your cover letter should address:
- Why are you interested in serving as KenCCID's Director of Human Resources.
- How you would help foster a culture of trust, accountability, professionalism, empathy, and mutual respect.
- How your experience has prepared you to lead employee and labor relations functions within a complex organization.
Applications submitted without a cover letter will not be considered.
Apply here
Candidates selected to advance in the search process can expect to participate in:
First-Round Interview
45-minute interview with the Interim Director of Human Resources.
Search Committee Interview
75-minute virtual panel interview with members of the search committee.
Finalist Presentation
Selected finalists will be invited onsite to deliver a presentation to the search committee addressing the following:
As the incoming Director of Human Resources, what would your first-year strategy be to:
- Rebuild employee trust and strengthen workplace culture.
- Develop manager accountability and leadership effectiveness.
- Strengthen employee and labor relations while improving workforce stability.
Finalists should also address:
- Key priorities during the first 90 days.
- First-year initiatives.
- Measures of success.
- Anticipated challenges and approaches for addressing them.
Presentation:
- 20 minutes
- 20-30 minutes Q&A
- Maximum 10 slides
Executive Interview
Finalists will participate in a follow-up interview with the CEO and other members of the executive leadership team.
Equal Employment Opportunity
KenCCID is an Equal Opportunity Employer and is committed to creating an inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected characteristic under applicable law.
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Where Pennsylvania roles are concentrated, by current openings.
HR Director Job Market in Pennsylvania
A snapshot from current Pennsylvania openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Technology & Software
- Transportation & Logistics
- Healthcare & Medical Services
What Pennsylvania Employers Look For
The qualifications that appear most often in HR director jobs across Pennsylvania.
- Bachelor's degree in human resources, business administration, or a related field required
- SHRM-SCP or SPHR certification strongly preferred by Pennsylvania employers
- Seven or more years of progressive HR experience, including people leadership
- Demonstrated knowledge of Pennsylvania labor law, FMLA, and ADA compliance
- Experience supporting multi-site or multi-state operations common in Pennsylvania organizations
- Proficiency with HRIS platforms such as Workday, SAP SuccessFactors, or ADP
HR Director Jobs in Pennsylvania: Frequently Asked Questions
How do you become a hr director in Pennsylvania?
Most hr directors in Pennsylvania begin with a bachelor's degree in human resources or business, then build experience across generalist or specialist roles before moving into leadership. Pennsylvania has no state-issued license for HR professionals, but employers strongly favor candidates holding SHRM-SCP or SPHR certification. Progressive experience across recruiting, employee relations, and compliance is the standard path, with larger Philadelphia and Pittsburgh employers often expecting a master's degree for senior-level appointments.
How much do HR directors make in Pennsylvania?
HR directors in Pennsylvania earn a median of about $133,060 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $80,940 for the lowest 10% to over $222,690 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr directors in Pennsylvania?
Employers hiring hr directors in Pennsylvania right now include URBN, YWCA, and Ecolab, based on current listings on Migrate Mate as of October 2026. Pennsylvania's concentration of large health systems, insurance carriers, and regional manufacturers means hr director demand is distributed across both major metros and mid-sized markets like Allentown and Harrisburg.
Which Pennsylvania cities have the most hr director jobs?
Philadelphia, York, and Pittsburgh have the most hr director openings in Pennsylvania. Philadelphia leads because of its dense concentration of health systems, universities, and financial services firms, while Pittsburgh's strength in healthcare and technology drives consistent demand there, and the Lehigh Valley's manufacturing and logistics base supports steady openings in that corridor.
Are there remote hr director jobs in Pennsylvania?
Yes, and more than many management roles, since much of hr director work involves strategy, policy, and systems that translate well to remote environments. About 33% of hr director openings tied to Pennsylvania are remote or hybrid as of October 2026, reflecting how broadly desk-based this role is. The most remote-compatible responsibilities include HR policy development, compliance oversight, and HRIS administration, while employee relations and onboarding often require at least some on-site presence.
How can I get hired as a hr director in Pennsylvania with little or no experience?
The most realistic path is moving into an HR manager role first by starting as an HR generalist or business partner at a large Pennsylvania employer such as a health system, university, or regional manufacturer. UPMC, Penn Medicine, and Temple University all run structured HR development programs that hire early-career candidates. Earning your PHR certification while in a coordinator or generalist role signals readiness for leadership, and experience with Pennsylvania-specific compliance topics like the Pennsylvania Human Relations Act strengthens your candidacy considerably.
Where can I find and apply to hr director jobs in Pennsylvania?
You can find and apply to hr director jobs in Pennsylvania on Migrate Mate, which lists current Pennsylvania openings across the state's major hiring markets. Search the available roles, find the ones that match your experience and location, and apply directly to the employers posting them.
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