Director of People Relations

About Walker

Since 1961, Walker Therapeutic & Educational Programs has been a trusted partner for children, youth, and families, navigating some of life’s most difficult challenges. Based in Needham, our mission is to nurture hope, build strengths, and develop lifelong skills in partnership with the children, youth, families, and communities we serve. We provide comprehensive, trauma-informed residential, educational, and clinical services to children and youth with complex social-emotional, behavioral, and learning needs, while supporting their families every step of the way. Through three specialized divisions—Residential & Educational Programs, Behavioral Health & Community-Based Services, and Walker Solutions—we deliver relationship-based care and capacity-building that makes a lasting difference. Today, we serve children, youth, and families from more than 150 communities across Massachusetts.

Make a Difference Every Day

The Director of People Relations leads the strategy, programs, and practices that shape a fair, consistent, and positive employee experience across the organization. This role oversees employee relations policies, investigations, conflict resolution, and manager coaching while also providing broad generalist support in areas such as performance management, onboarding, policy development, and employee lifecycle processes. The Director serves as a trusted advisor to leadership. The Director ensures compliance with employment laws, promotes a culture of respect and accountability, and drives proactive initiatives that strengthen engagement, culture, and organizational health.

Reporting directly to the VP of HR, the Director will develop and lead the organization’s employee relations strategy, ensuring alignment with organizational goals and company values. The Director will serve as the primary advisor to leaders on employee relations matters, including performance management, conflict resolution, and organizational change.

Essential Functions

Employee Relations Leadership

• Build and maintain a consistent, equitable approach to employee relations across all locations
• Establish clear standards for case management, documentation, and service delivery
• Foster a culture of collaboration, learning, and professional growth
• Establish and maintain employee relations metrics, dashboards, and reporting mechanisms to track trends, identify risks, and measure the effectiveness of employee relations programs and interventions
• Analyze employee relations data to uncover root causes, recommend proactive solutions, and inform leadership decision making

Investigations & Case management

• Oversee and conduct sensitive, high-risk workplace investigations involving harassment, discrimination, retaliation, misconduct, and policy violations
• Ensure investigations are timely, thorough, well documented, and compliant with legal and regulatory requirements.
• Partner with VP of HR and external counsel, as required.
• Maintain case management systems and ensure high standards of documentation and confidentiality

HR Generalist Responsibilities

• Provide day-to-day back-up support to leaders and employees across the full employee lifecycle, including onboarding, performance management, payroll, employee development, HRIS, and offboarding
• Partner with the HR team to support workforce planning, job design, and organizational development initiatives
• Guide managers through performance improvement plans, corrective actions, and coaching conversations
• Support compensation and benefits processes by advising employees, interpreting policies, and partnering with HR team
• Assist with performance reviews, talent calibration, engagement surveys, and policy updates
• Serve as a resource for employees seeking guidance on policies, benefits, and workplace concerns

Policy, compliance & Risk Management

• Lead the development, interpretation, and communication of policies, procedures, and employee-facing guidelines
• Partner with legal, compliance, and VP of HR to ensure adherence to federal, state, and local employment laws
• Proactively monitor regulatory changes and recommend updates to policies and practices
• Identify organizational risks and recommend mitigation strategies to VP of HR.

Manager Coaching & Capability Building

• Provide guidance and coaching to managers on performance management, conflict resolution, team dynamics, and policy interpretation
• In coordination with the Senior Director of Talent and Workforce Strategy develop and deliver training programs that strengthen leadership capability in handling employee relations
• Promote a culture of accountability, transparency, and respectful communication

Culture, Engagement, & Organizational health

• Collaborate with HR team to assess organizational climate and recommend strategies to improve engagement and retention
• Support initiatives that reinforce company culture, employee well-being and a positive work environment
• Use data and insights to identify systemic issues and drive continuous improvement

Additional duties and responsibilities

• All other duties as assigned. 

Skills and Abilities

• Proven ability to work independently, manage multiple projects, prioritize among competing priorities, and meet deadlines
• Flexibility to adapt to changing environments and organizational needs
• Excellent verbal, written, and interpersonal communication skills 
• Ability to sit at workstation for prolonged periods of time, consistent with OSHA suggestions and requirements. 
• Ability to lift packages up to 10 pounds
• Ability to travel to multiple building locations on and off campus

Schedule:

• Monday-Friday, 9:00am-5:00pm; flexibility required for evenings and weekends based on organizational needs

Qualifications

Education and Certifications

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field; preferred

Experience

Required:

• Minimum of 5 years of progressive HR experience, including significant employee relations and HR generalist responsibilities
• Strong knowledge of employment laws and HR best practices
• Proven ability to influence leaders, navigate ambiguity, and manage sensitive situations with confidentiality and discretion

Preferred:

• Experience in a mission-driven, multi-site, or human services organization

Other Requirements:

• Successfully complete background check suitability requirements
• Must have reliable transportation

Supervision:

• Supervisor: Vice President of HR
• Supervises: N/A

Equal Opportunity Statement

Walker is an equal opportunity employer and does not discriminate based upon an individual's race, color, religion, national origin, sex, age, marital status, sexual orientation, genetic information, disability, veteran status, pregnancy, national guard or reserve unit obligations, participation in discrimination complaint-related activities, or membership in any category protected by federal or state law.