Director of Human Resources

PreventionX; Tampa (FL); Hybrid; USD 115,000 - 125,000; Full time

Job summary

PREVENTION 305 in Tampa, FL is hiring a Director of Human Resources to lead HR strategy, talent acquisition, payroll, benefits, and employee relations in a mission-driven nonprofit.

The role reports to the CEO and oversees compliance, training, and workforce development across the organization. A strong healthcare operations understanding and data-driven approach are valued for building an inclusive, high-performance culture.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred.
• Minimum of seven (7) years of progressive human resources experience, including leadership and supervisory responsibilities.
• Experience leading core HR functions, including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and HR operations.
• Experience partnering with Finance on workforce planning, compensation strategy, budgeting, payroll review, and workforce reporting.
• Proficiency with HRIS, payroll, and workforce management systems, including Paylocity or similar platforms.

Responsibilities

• Lead HR strategies to support organizational goals, growth, and mission impact.
• Foster an inclusive, high-performing culture with engagement, retention, and development.
• Oversee talent acquisition, onboarding, offboarding, and HR operations.
• Ensure compliance with employment laws and manage investigations and risk.
• Provide workforce metrics and reports to leadership and Board.

Skills

Strategic HR leadership

Employee engagement

Interpersonal skills

Communication

Coaching

Conflict resolution

HR analytics

Education

Bachelor's degree in HR

Master's degree preferred

Tools

Paylocity

HRIS

Job description

Reports to: Chief Executive Officer. Status: Full-Time, Exempt. Annual Salary Range: $115,000 - $125,000 (dependent on experience).

Who We Are

PREVENTION 305 is a mission-driven nonprofit working to end the dual epidemics of HIV and HIV stigma by expanding access to affirming high-quality prevention, testing, treatment, pharmacy, and sexual health services. We serve communities across Florida through outreach, telehealth, and clinical care, creating safe, welcoming, affirming, and judgment-free experiences for every patient. Our team is passionate about health equity, innovation, and empowering people to live healthier lives while making a meaningful impact in the communities we serve.

Director of Human Resources

The Director of Human Resources is a senior leader responsible for developing and executing HR strategies that support PREVENTION 305's mission, people, and growth. This role oversees all aspects of human resources management, including recruiting and hiring, onboarding/offboarding, benefits, payroll, employee relations, HR compliance, performance management, and organizational culture.

The Director will serve as a trusted advisor to executive leadership, fostering a high-performance, compliant, and inclusive workplace culture. The ideal candidate combines strong interpersonal and culture-building capabilities with a practical understanding of healthcare operations, regulatory compliance, and strategic thinking.

Essential Duties and Responsibilities

The essential functions include but are not limited to the following:

Leadership and Organizational Culture

• Partner with executive leadership to develop and execute HR strategies that support organizational goals, growth, and mission impact.
• Foster a positive, inclusive, and high-performing workplace culture that promotes employee engagement, accountability, retention, and professional development.
• Serve as a trusted advisor and coach to leaders on employee relations, leadership effectiveness, team dynamics, and organizational change initiatives.

Talent Acquisition and Workforce Planning

• Lead workforce planning and talent acquisition strategies to attract, hire, onboard, develop, and retain high-quality clinical and administrative talent.
• Collaborate with leadership and Finance on staffing plans, hiring approvals, succession planning, and workforce forecasting aligned with organizational priorities and budget.
• Oversee employee lifecycle processes, including onboarding, offboarding, and employment eligibility verification requirements.

Performance Management and Professional Development

• Design and oversee performance management programs, including goal setting, full-cycle performance evaluations, coaching, corrective actions, and development planning.
• Ensure required certifications, trainings, and policy acknowledgments are completed and appropriately documented.
• Support leadership in setting goals, providing feedback, and managing underperformance.
• Develop training and professional development programs, including compliance and leadership training.

Compensation, Benefits, and HR Operations

• Oversee payroll administration and review processes to ensure accuracy, timeliness, and effective internal controls.
• Oversee payroll administration and review processes to ensure accuracy, timeliness, and compliance.
• Manage HRIS systems (e.g., Paylocity) and ensure accurate employee data and reporting.
• Develop and monitor HR metrics and dashboards to inform decision-making.

Employee Relations, Compliance, and Risk Management

• Lead and manage all employee relations matters, including complex and sensitive workplace issues.
• Conduct and document internal HR investigations, including allegations of harassment, discrimination, retaliation, misconduct, and policy violations.
• Recommend and implement corrective actions in alignment with organizational policy and applicable laws.
• Ensure compliance with all applicable federal, state, and local employment laws, including FLSA, FMLA, ADA, EEO requirements, and HIPAA workforce privacy standards.
• Partner with organizational leadership to support audit readiness, grant compliance, workplace safety, employee well-being, and personnel-related risk management activities.

HR Governance and Reporting

• Develop, implement, and maintain HR policies, procedures, employee handbook, and workplace standards aligned with organizational objectives and regulatory requirements.
• Provide workforce metrics, people analytics, and strategic reporting to executive leadership and the Board to support informed decision-making.
• Monitor and report on key workforce indicators, including turnover, staffing trends, labor costs, employee engagement, and organizational effectiveness.

Core Competencies

• Strategic HR leadership and alignment of people initiatives with organizational mission and growth.
• Ability to build trust, foster employee engagement, and cultivate a positive, inclusive workplace culture.
• Strong interpersonal, communication, coaching, and conflict resolution skills.
• Expertise in employee relations, workplace investigations, and handling sensitive matters with professionalism and confidentiality.
• Comprehensive knowledge of employment law, HR compliance, and organizational risk management.
• Strong analytical and problem-solving skills with the ability to leverage workforce data to drive decision-making.
• Demonstrates cultural humility and the ability to engage respectfully and effectively with individuals of diverse sexual orientations, gender identities, backgrounds, and lived experiences while fostering a stigma-free, affirming, and inclusive environment.

Qualifications

Required Education and Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred.
• Minimum of seven (7) years of progressive human resources experience, including leadership and supervisory responsibilities.
• Experience leading core HR functions, including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and HR operations.
• Demonstrated experience building or enhancing HR functions within a small- to mid-sized organization.
• Experience partnering with Finance on workforce planning, compensation strategy, budgeting, payroll review, and workforce reporting.
• Proficiency with HRIS, payroll, and workforce management systems, including Paylocity or similar platforms.

Preferred Qualifications

• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent).
• Practitioner of Predictive Index behavioral assessment tools.
• Experience recruiting healthcare providers and clinical professionals.
• Experience in healthcare, public health, health services, or nonprofit organizations.
• Experience designing and delivering employee training, leadership development, and professional development programs.
• Experience supporting employee engagement, organizational culture, workplace operations, and cross-functional organizational initiatives.
• Strong analytical, communication, negotiation, problem-solving, and leadership skills.

Work Environment & Schedule

• Standard business hours Monday through Friday, with occasional evening or weekend availability for audits, board meetings, or urgent operational needs.
• Hybrid/remote position, with up to 30% travel to PREVENTION 305 office locations (currently St. Petersburg, Tampa, Orlando, and Miami) as needed.
• Prolonged periods of sitting at desk and working on a computer.

Other Duties

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.

Benefits

• We offer a comprehensive benefits package effective from your date of hire, including medical coverage through Florida Blue with multiple plan options, dental and vision insurance through Principal, and company-paid life insurance and AD&D coverage for all regular full-time employees, with the option