Description Lifespark, is looking for a Senior Living Human Resources Directorto join our growing team. Lifespark is a complete senior health company headquartered in St. Louis Park, Minnesota. Since 2004, we've been helping seniors stay healthy, navigate their health care options with confidence, and live fuller, more independent lives as they age. That's where our people come in - from accounting and health technology to front-line nurses, advanced practice professionals, caregivers and everything in between, we are all invested entrepreneurs focused on helping people age magnificently. Our Lifespark culture has created not only an award-winning workplace - earning Star Tribune Top Workplace 11 times, Minneapolis Business Journal Best Places to Work three times, and Top USA #1 in Healthcare - but a place where you have the room to be creative, make a difference, and have a purposeful, direct impact on how people age. Lifespark's full continuum of services offers a breadth of roles with the support to grow your career. To see the experience we are creating, watch our award-winning video Going South - this is the experience you will help create at Lifespark! Changing the age-old story starts with you - let's get you hired. Are you compassionate towards others? Are you passionate about enriching the lives of others? If so, we want you to join our team and help seniors Age Magnificently! The Director of Human Resources - Senior Living is responsible for planning, implementing and directing the Human Resource Business Partners and HR Generalists on the senior living team. Additionally, a partner with the talent acquisition team of the company and is a strategic business leader responsible for implementing people initiatives that build, sustain, and support the Lifespark culture. The primary responsibilities of this position are to develop, scale, maintain and continuously enhances our people operations with a focus on quality, customer service and scalability. Leads and manages key functions within senior living and in conjunction with the Lifespark Talent team: talent acquisition, learning and development, policy development, organizational design, payroll/compensation/benefit design and administration, performance management and employee development, onboarding programs, regulatory compliance and change management. Position Functions and Responsibilities: Partner with key business unit leaders and talent management staff to develop and implement on policies, procedures, job descriptions, employee relations, administration, organizational design, payroll, benefits, and compensation planning in an effort to improve senior living organizational performance. Provide overall leadership and guidance to the senior living human resources team by overseeing, career development, employee retention and engagement, learning and development, and total rewards and partnering with the Lifespark talent acquisition team Collaborate with leaders to develop comprehensive strategic recruiting and retention plans to meet workforce needs and strategic organizational goals in senior living. Leverage workforce analytics and insights to focus leaders on relevant business issues, strategic people-centered opportunities, and related threats/risks in senior living. Partner with the organization Talent team to oversee the Total Rewards system focusing on providing the best possible compensation, benefits, and other perks commensurate with Lifespark growth and resources, benchmarking and standardizing implementation in the industry and operating markets. Oversee the maintenance and updating of human resources documents such as employee handbooks, job descriptions, performance evaluations, accountability charts, etc. Stay current and knowledgeable regarding policies, procedures, laws, standards and regulations. Advise management on new or changed legislation/regulations. Ensure compliance with EEO, ADA, OSHA and other governmental regulations, including all regulations connected to Lifespark's licensure requirements and business operating procedures. Assist with organizational conflict and address employee relations issues as they arise, including support of investigations/mediation. Builds out the annual goals/KPIs and long-term strategy and roadmap of the Human Resource function. Manages the performance and development of the HR Business Partners and HR Generalists assigned to senior living. Set team objectives, priorities, and resources to align department objectives with a focus on career development and growth. Lead efforts to strengthen the human-capital response to partnerships, mergers, acquisitions and related integration-including organizational and leadership/people integration efforts. Support activities related to headcount rationalization as needed. Support change-management efforts when needed across the enterprise. Qualifications: Education Bachelor's degree in human resources or related field Master's Degree in human resources, organizational development, or like field preferred HR certification preferred 8+ years of related professional HR experience (health care or senior living experience highly preferred) to include supervisory responsibilities. Extensive experience and knowledge in HR practices, employment laws, standards and regulations. Proven experience and knowledge of strategic relationship building, and conflict resolution are required. Experience in activating human capital as a strategic contributor to long-term organizational success. Demonstrated success in project management, including organizational and planning skills. Knowledge, Skills and Abilities Exceptional interpersonal skills and ability to communicate effectively and professionally, both orally and in writing, across all levels of the organization. Leadership ability and an ability to influence others directly and indirectly. Skills in coaching, delegating with accountability, and facilitating. Demonstrated HR acumen-skills and knowledge in human-resource topics including, EEOC, investigations/mediation, performance management, payroll/compensation/benefits, legal/compliance, policies/procedures, best-practice HR administration. Strong analytical skills including basic financial acumen and skills in building the economics of a business case. Strong computer skills (including Microsoft Office, Internet and e-mail, HRIS applications/platforms. Available to assist after hours as requested Frequent travel within the Minnesota and Wisconsin areas.