Director of HR-Talent Acquisition and Compensation (Primarily Remote, North Carolina Based)

The Director of Human Resources-Talent Acquisition and Compensation is a strategic and hands-on leader responsible for shaping and executing Alliance’s talent acquisition and compensation strategies. This role oversees end-to-end recruiting operations and organization wide compensation programs to attract, engage, and retain top talent while ensuring internal equity, market competitiveness, and regulatory compliance. This position partners closely with HR and Senior Leadership to align hiring and compensation strategies with business priorities, budget constraints, and workforce needs. They leverage data and analytics to inform decisions, monitor market trends, and drive continuous improvement in hiring effectiveness, pay equity, and retention outcomes. This position is primarily full-time remote. Selected candidate must reside in North Carolina and be willing to travel to the home office (Morrisville, NC)or other office locationsfor business and other onsite meetings as needed. Responsibilities & Duties Oversee Talent Acquisition and Compensation Operations

• Plan, direct, and manage talent acquisition and compensation initiatives
• Lead, coach, and develop the Recruiting Manager and Compensation Manager
• Use data and workforce planning insights to drive decision-making
• Advise HR leadership on talent markets, and pay trends
• Optimize recruiting processes and partnerships with hiring managers
• Lead initiatives to achieve the organization’s recruitment metrics
• Lead design and governance of compensation structures
• Conduct market pricing and benchmarking
• Provide guidance and direction on offers, promotions, and pay adjustments
• Identify, develop, and recommend programs, policies/procedures and approaches to meet the needs of employees and the organization, applying current industry knowledge and future industry direction
• Analyze and propose modifications to HR policies and procedures including those subject to substantial equivalence guidelines

HR Compliance

• Maintain compliant processes across recruiting and compensation
• Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance
• Ensure compliance with wage laws and pay transparency

Analytics & Reporting

• Build or enhance compensation and recruiting reports/dashboards to include position tracking, candidate offer tracking
• Track and analyze recruiting and compensation trends, recommend solutions, and lead implementation of approved solutions
• Lead pay equity analyses

Collaboration

• Collaborate with peers and leaders to ensure applicable organizational training is conducted for HR programs, processes, and procedures
• Advise and collaborate with HR senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention
• Support management and staff by providing human resources advice, counsel, and decisions
• Work collaboratively with all Alliance staff to enhance cross-departmental effectiveness

Manage and Develop Staff

• Direct, plan, prioritize HR programs, activities and initiatives to attract, maintain, and retain a highly qualified and well-trained workforce
• Ensure staff are well trained in and comply with all organization and department policies, procedures, and business processes
• Organize workflows and ensure staff understand their roles and responsibilities
• Ensure the teams have the needed tools and resources to achieve organizational goals and to support employees and ensure compliance with licensure, regulatory, and accreditation requirements
• Actively establish and promote a positive, diverse, and inclusive working environment that builds trust
• Ensure all staff are treated with respect and dignity
• Ensure standards are transparent and applied consistently, impartially, and ethically over time and across all staff members
• Work to resolve conflicts and disputes, ensuring that all participants are given a voice
• Establish team work plan that prioritize the most effective steps for achieving desired HR practices
• Set team goals for performance and deadlines in line with organization goals and vision
• Effectively communicate feedback and provide ongoing coaching and mentoring to staff and support a learning environment to advance team skills and professional development
• Cultivate and encourage efforts to expand cross-team collaboration and partnership

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