Business Development Director Visa Sponsorship Jobs in Oklahoma

INTRODUCTION

The Human Relations Director supports a positive, respectful, and effective workplace through employee relations, workplace investigations, performance management, policy development, and HR compliance. This position serves as an objective resource to employees and leaders, helping address workplace concerns, resolve conflict, and promote consistent and fair application of organizational policies. The Human Relations Director works closely with the Chief People and Facilities Officer and organizational leaders to strengthen workplace practices, reduce risk, and promote a culture of trust, accountability, and continuous improvement. Tulsa Educare is seeking a Human Relations Director who demonstrates integrity, sound judgment, and a commitment to the following qualities:

• Ability to work collaboratively with a diverse workforce and build effective working relationships.
• Commitment to maintaining a consistent and dependable work schedule.
• Ability to adapt to changing priorities, organizational needs, and new initiatives.
• Self-motivated, dependable, and able to manage responsibilities independently.
• Commitment to providing outstanding customer service.
• Strong oral and written communication skills.
• Commitment to Tulsa Educare’s Shared Values: Learning, Relationships, Commitment, and Data.
• Qualified and not prohibited from working around children.
• Legally authorized to work in the United States.

ESSENTIAL FUNCTIONS

The functions outlined in this job description are examples of the general nature of those performed by employees in this position. Any combination of these functions and responsibilities may be performed. The list is descriptive only and should be used for no other purpose. Management retains the right to revise job functions at any time. These functions are not to be construed as exclusive or all-inclusive.

Employee Relations & Workplace Investigations

• Manage employee concerns, complaints, grievances, and workplace issues from intake through resolution, including conducting objective, thorough, and timely investigations; gathering and reviewing relevant information; preparing factual, confidential documentation; and communicating findings and recommendations to appropriate leadership.
• Serve as an objective HR resource to employees and leaders in addressing workplace conflict, conduct concerns, policy questions, and other sensitive matters.
• Partner with the Chief People and Facilities Officer and organizational leaders to evaluate investigation findings and determine appropriate follow-up, corrective action, and resolution of employee concerns.
• Provide guidance on conflict resolution, communication, workplace expectations, and appropriate employee interactions.
• Identify employee relations trends, recurring concerns, and organizational risks; recommend strategies to address issues and strengthen workplace practices.
• Promote a culture of trust, respect, accountability, and consistent application of organizational policies.
• Recognize when concerns require additional review or escalation and communicate significant findings and risks to the Chief People and Facilities Officer.

Performance Management & Leadership Development

• Oversee the annual performance management process, including planning, communication, timelines, completion tracking, and follow-up.
• Advise and guide supervisors on employee performance, attendance, conduct, and corrective action, including coaching, progressive discipline, documentation, and follow-up to address concerns promptly and effectively.
• Promote consistent application of performance expectations and organizational policies across departments and locations, helping supervisors provide direct feedback, communicate clear expectations, and support employee improvement.
• Develop manager tools, templates, talking points, and practical resources to support effective employee supervision and documentation.
• Develop and deliver training for supervisors and employees on employee relations, performance management, workplace conduct, HR policies, and related topics.
• Help employees and supervisors understand organizational policies, procedures, and workplace expectations.
• Identify opportunities to strengthen supervisory practices and recommend training or other interventions based on employee relations trends and organizational needs.

HR Compliance & Risk Management

• Monitor HR practices, documentation, and processes to support compliance with applicable federal and state employment laws, regulations, and Head Start requirements.
• Conduct HR compliance reviews and audits, identify potential risks or gaps, and recommend corrective actions and process improvements.
• Research employment laws, regulatory requirements, and HR best practices; provide guidance and recommendations to the Chief People and Facilities Officer and recommend updates to policies and procedures as needed.
• Provide HR support on ADA accommodations, FMLA, other leave matters, workers’ compensation, and related employee matters in coordination with the Chief People and Facilities Officer.
• Maintain accurate, confidential HR records and support the development of documentation, procedures, and internal controls that promote consistency and reduce organizational risk.

Policy & Process Development

• Lead or assist with developing, reviewing, updating, and implementing HR policies, procedures, and the employee handbook, translating legal and regulatory requirements into clear, practical guidance.
• Develop employee resources, supervisor tools, forms, and templates to support consistent implementation of HR policies and procedures.
• Partner with the Chief People and Facilities Officer and organizational leaders to communicate policy changes and support implementation.
• Evaluate HR processes, employee relations trends, audit findings, and organizational feedback to recommend improvements in consistency, efficiency, compliance, and employee experience.
• Support HR projects and organizational initiatives related to workplace culture, employee engagement, performance, and compliance.

Other Duties:

• Perform other duties as assigned by the Chief People and Facilities Officer to support the human resources function and organizational priorities.

KNOWLEDGE AND SKILLS

Broad knowledge and experience in:

• Strong knowledge of employee relations, workplace investigations, performance management, and HR practices.
• Strong interviewing, fact-finding, analytical, documentation, and organizational skills.
• Ability to remain objective, professional, and fair when handling sensitive or difficult situations.
• Sound judgment in evaluating employee concerns, assessing risk, recommending appropriate action, and determining when matters require escalation.
• Ability to interpret policies, research employment requirements, and apply information to practical workplace situations.
• Strong verbal and written communication skills, including the ability to prepare clear, factual, and professional documentation.
• Ability to manage multiple priorities, work independently, meet deadlines, and maintain strict confidentiality.
• Ability to build effective working relationships across a culturally diverse organization and demonstrate collaboration, accountability, and a commitment to continuous improvement.

MINIMUM QUALIFICATIONS

Education & Experience

• Education: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Experience: Five or more years of experience in human resources, employee relations, workplace investigations, or a related field.
• Required experience: Demonstrated experience handling sensitive employee matters, conducting or supporting workplace investigations, advising supervisors, and interpreting or applying workplace policies.
• Preferred experience: Experience developing HR policies, supporting compliance initiatives, and managing performance management processes.

Other

• Primarily an office position with some local travel (exposure to normal traffic hazards).
• Ability to lift and carry up to 25 pounds.
• Ability to work nights and weekends when necessary to support program operations and team members.
• Regular and reliable attendance required.