Director of Human Resources

JOB SUMMARY:
The Director of Human Resources is a key leadership role responsible for overseeing all HR functions while aligning people strategy with business goals. This position is both strategic and hands-on, managing day-to-day HR operations while advising leadership on organizational development, compliance, and culture.

The Director leads all aspects of HR, including employee relations, talent acquisition, benefits, performance management, and compliance. The Director also evaluates, recommends, and oversees external HR partners/vendors to ensure accuracy, efficiency, and compliance.

The Director manages team members and partners closely with leadership to foster a positive and high-performing workplace culture.

JOB DUTIES:
Core duties and responsibilities include the following. Other duties may be assigned.

Strategic Responsibilities
Partners with executive leadership to develop and execute people strategies aligned with business objectives, while serving as an active member of the Departmental Leadership Team and DEI Council. Drives employee engagement, culture, and retention through data-informed initiatives, and provides strategic leadership in performance management, succession planning, and talent development. Establishes and monitors key HR metrics and KPIs to inform decision-making and guide organizational priorities, while overseeing compensation strategy, including pay philosophy, pay equity, and organizational design.

Operational Responsibilities
Employee Relations & Performance Management
Oversee employee relations, including investigations, conflict resolution, and performance management. Guide leaders in the consistent execution of performance evaluations, goal setting, and feedback processes to drive accountability and employee development. Advise on complex employee matters, ensuring appropriate and consistent application of policies and employment laws.

HR Operations & Policy Governance
Lead the development, implementation, and administration of HR policies, programs, and practices. Ensure full compliance with all applicable federal, state, and local employment laws, including required reporting. Manage leaves and accommodations in accordance with FMLA, ADA, STD, etc. Establish and maintain frameworks that promote consistency, mitigate risk, and support organizational effectiveness. Oversee HR systems, reporting metrics, and employee data integrity.

Training, Development & Safety
Leads the organization’s training, development, and safety efforts to support a high-performing and compliant workforce. Oversees onboarding, leadership development, and ongoing training programs aligned with business needs, while ensuring completion of required compliance and safety training. Oversees workers’ compensation programs, including claims management and return-to-work efforts, and partners with leadership to identify trends, reduce risk, and improve overall employee well-being.

Payroll Administration
Provide oversight of payroll operations, ensuring accuracy, timeliness, and compliance with all reporting requirements. Review payroll data, deductions, and adjustments, and partner with Finance on audits, reconciliations, and year-end activities. Serve as secondary payroll processor.

Total Rewards (Compensation & Benefits)
Oversee the design, administration, and continuous improvement of total rewards programs, including compensation, benefits, and retirement offerings. Lead annual benefits renewal and open enrollment processes. Direct compensation planning efforts, including salary structures, market benchmarking, pay equity analysis, and bonus programs, ensuring competitiveness and alignment with organizational goals.

Talent Acquisition & Workforce Planning
Lead full-cycle recruiting strategy and execution. Partner with leadership to align hiring plans with workforce planning needs and organizational growth objectives. Oversee ATS functionality, candidate experience, and external recruiting partnerships.

SUPERVISORY RESPONSIBILITIES

Provide direct supervision and development support to the HR team, as well as mentorship to interns or additional support staff as needed. Oversee workload distribution, coaching, and development of HR team members.

JOB REQUIREMENTS:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Professional certification (e.g., SHRM-CP/SCP, PHR/SPHR) preferred.
• Minimum of 5-7 years of progressive HR experience as HR Generalist/HR Business Partner roles with 2 years leadership experience.
• Advanced proficiency with HRIS and payroll systems required.
• Strong knowledge of HR practices, benefits, and federal/state employment laws.
• Proven ability to influence and partner with senior leaders and drive organizational change.
• Excellent interpersonal, organizational, and communication skills.
• High degree of discretion, integrity, and judgment in handling sensitive information.
• Ability to balance strategic thinking with operational execution in a fast-paced environment.
• Perform all job duties with a positive attitude.

PHYSICAL REQUIREMENTS & WORKING CONDITIONS:
Employee will regularly be required to sit, use hands to handle or feel, and talk or hear. Employee will be frequently required to ascend/descent multiple flights of stairs, reach with hands or arms, and occasionally navigate uneven terrain by foot. Employee is occasionally required to sit or stand; walk and stoop, kneel, crouch, or crawl. Employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, and depth perception. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Normal working office conditions. Noise level in this work environment is usually quiet to moderate.