Director of Human Resources and Culture in Metairie, Louisiana at Arc of Greater New Orleans

About The Arc of Greater New Orleans

The Arc of Greater New Orleans (ArcGNO) is a local 501(c)(3) nonprofit organization dedicated to empowering children and adults with intellectual and developmental disabilities to live meaningful, independent lives. Since 1953, ArcGNO has provided advocacy, education, and support services to individuals and families across Jefferson, Orleans, St. Bernard, Plaquemines, and St. Tammany parishes.

Our programs include family support coordination, supported living services, employment and job coaching, community integration programs, and transportation services that help individuals thrive at home, at work, and in their communities.

At ArcGNO, we believe in People First—recognizing that individuals with intellectual and developmental disabilities are defined by their strengths and abilities. Our dedicated team works every day to build a more inclusive community where everyone has the opportunity to reach their fullest potential.

Person-Centered Philosophy
ArcGNO is committed to person-centered practices that promote dignity, choice, independence, inclusion, and self-determination. All employees are expected to support and advance person-centered principles in their interactions, decision-making, and work responsibilities, regardless of position.

Ready to make a real impact in the Greater New Orleans community? Join The Arc of Greater New Orleans.

Summary

The Director of Human Resources and Culture provides strategic leadership for all human resources functions, including talent acquisition, employee relations, organizational development, compensation and benefits, compliance, workforce planning, and culture initiatives. The Director partners with organizational leadership to build and sustain a high-performing, mission-driven workforce that reflects ArcGNO's values of inclusion, dignity, accountability, and person-centered supports.

This position ensures compliance with employment laws, CARF standards, accreditation requirements, and organizational policies while advancing employee engagement, leadership development, workforce retention, and organizational effectiveness.

Essential Job Functions

Strategic Leadership, Culture & Organizational Development

• Partner with executive leadership to align human resources strategies with organizational goals, workforce needs, and long-term sustainability.
• Develop and lead organizational culture initiatives that promote employee engagement, inclusion, accountability, wellness, recognition, retention, professional growth, and alignment with the mission and values of ArcGNO.
• Lead organizational development initiatives focused on succession planning, leadership development, employee engagement, culture advancement, and workforce retention.
• Support leadership development and supervisory coaching to strengthen accountability, communication, employee relations, and organizational effectiveness across all departments.
• Model and reinforce a positive, mission-driven organizational culture grounded in professionalism, collaboration, inclusion, ethical leadership, and person-centered values.
• Lead employee engagement surveys and organizational assessments and implement strategies to strengthen workplace culture and employee satisfaction.

Employee Relations & Workforce Management

• Supervises Human Resources staff, including hiring, coaching, performance management, and professional development.
• Direct all human resources functions, including recruitment, onboarding, compensation, benefits administration, leave management, performance management, employee relations, and separation processes.
• Develop, implement, and evaluate workforce recruitment, retention, and engagement strategies using workforce metrics, trend analysis, and organizational data to support a stable, high-performing human services workforce and improve organizational effectiveness.
• Oversee employee relations matters, including investigations, conflict resolution, corrective action, policy interpretation, and performance management while ensuring fairness, consistency, and compliance.
• Support supervisors and leaders in managing performance, workplace concerns, and employee development.
• Administers and oversees payroll operations, ensuring timely and accurate payroll processing, compliance with applicable laws and regulations, and proper maintenance of payroll records and reporting requirements.
• Ensures services and supports are delivered in a manner that respects participant choice, dignity, rights, preferences, and individualized goals.
• Coaches and develops staff to implement person-centered practices and uphold participant rights.

Compliance, Accreditation & Risk Management

• Lead Human Resources compliance efforts related to CARF accreditation, state licensing standards, labor regulations, and organizational risk management, including policy development, training compliance, corrective action planning, and audit readiness.
• Collaborate with program leadership and Quality Assurance staff to support organizational compliance initiatives, workforce documentation standards, and continuous quality improvement activities.
• Ensure compliance with federal, state, and local employment laws and regulations and maintain current knowledge of emerging employment practices.
• Support organizational compliance related to confidentiality, personnel records management, data privacy, and secure handling of employee information.
• Serve as the primary liaison with employment counsel regarding labor and employment matters.
• Develop, implement, and maintain HR policies, procedures, and systems that support organizational effectiveness and regulatory compliance.

Performs other related duties as assigned.

Competencies

• Strategic leadership and organizational development
• Strong knowledge of employment law, HR compliance, and risk management
• Employee relations, conflict resolution, and workplace investigations
• Leadership coaching, talent development, and succession planning
• Organizational culture, employee engagement, and workforce retention
• Effective written, verbal, and interpersonal communication skills
• Data-driven decision making and workforce analytics
• Change management and continuous improvement
• Sound judgment, discretion, and ability to maintain confidentiality
• Commitment to person-centered values and practices, ensuring workforce strategies, employee development, and organizational culture support the dignity, choice, inclusion, and success of people with intellectual and developmental disabilities.

Education and Experience Requirements

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
• Seven (7) years of progressively responsible human resources experience.
• Three (3) years of leadership or supervisory experience.
• SHRM-SCP, SHRM-CP, SPHR, or PHR certification.
• Knowledge of employment law, employee relations, investigations, and HR best practices.

Preferred

• Experience in nonprofit, healthcare, HCBS, IDD services, or other human services settings.
• Experience supporting CARF accreditation, quality improvement, or regulatory compliance programs.
• Master's degree in Human Resources, Business Administration, Organizational Development, or related field.
• Experience with Rippling, Relias, or similar HRIS and learning management systems.

Working Conditions and Physical Demands

This position operates primarily in a professional office environment and routinely uses standard office equipment, including computers, printers, copiers, and mobile devices. Regular interaction with employees, leadership, and external stakeholders is required.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.

Disclaimer:

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. This job description shall not constitute or be construed as a promise of employment or as a contract between the Arc of Greater New Orleans and any of its employees.

EEO Statement

The Arc of Greater New Orleans is an equal-opportunity employer committed to diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability-protected veteran status, or any other factor protected by applicable federal, state, or local laws. Individuals who require reasonable accommodations under the Americans with Disabilities Act in order to participate in the search process should notify the Human Resources department.