The Director, HR is responsible to direct and oversee human resource functions, including employee relations, compensation, benefits administration, talent acquisition, performance management, organizational development, and regulatory compliance. Partner with executive leadership and department management to develop and implement HR strategies, policies, and programs that support business objectives, employee engagement and organizational effectiveness. Provide leadership and direction to the Human Resources team while ensuring consistent application of company policies and compliance with applicable employment laws.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
- Serve as a strategic HR partner to executive leadership and department management, providing guidance on workforce planning, organizational effectiveness, talent management, and initiatives that support business objectives.
- Develop, implement, and administer human resources policies, programs, and procedures to ensure consistent application, operational effectiveness, and compliance with applicable employment laws.
- Direct employee relations activities, including workplace investigations, performance management, disciplinary actions, conflict resolution, and employee complaints. Provide guidance to management to ensure fair and consistent employment practices.
- Oversee compensation programs, including salary administration, market benchmarking, job evaluations, salary structures, merit increases, and promotional recommendations to maintain internal equity and external competitiveness.
- Direct employee benefits programs, including health and welfare plans, retirement programs, annual renewals, open enrollment, broker and vendor relationships, and cost management initiatives.
- Oversee talent acquisition, onboarding, employee development, and succession planning initiatives to support staffing needs, workforce capabilities, and employee retention.
- Ensure compliance with applicable federal, state, and local employment laws and regulations, including employee leave administration, workplace accommodations, employment practices, and regulatory reporting. Consult with legal counsel as appropriate.
- Partner with leadership to evaluate employee engagement, workplace culture, and retention trends and implement initiatives to improve communication, organizational effectiveness, and workforce stability.
- Oversee HR systems, employee records, payroll coordination, and reporting processes to ensure data accuracy, confidentiality, and efficient HR operations.
- Develop and analyze HR metrics, including turnover, staffing, compensation, and workforce trends. Provide reports and recommendations to executive leadership to support business decisions.
- Provide strategic oversight of workplace safety initiatives in partnership with Safety personnel and operational leadership.
- Support human resources activities across multiple company locations, including international operations, in collaboration with local management and appropriate resources.
- Lead, coach, and develop Human Resources personnel and manage external service providers and consultants to ensure effective service delivery and continuous improvement.
SUPERVISORY RESPONSIBILITIES Directly supervise Human Resources and Safety personnel and carry out supervisory responsibilities in accordance with the organization's policies and applicable laws.
QUALIFICATIONSTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and/or EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or related field and a minimum of ten (10) years of progressive human resources experience, including demonstrated leadership and management experience; or an equivalent combination of education and experience.
LANGUAGE SKILLS Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
OTHER SKILLS AND ABILITIESStrong knowledge of employment laws, human resources practices, and regulatory compliance. Demonstrated ability to manage complex employee relations matters, exercise sound judgment, and maintain a high level of confidentiality, discretion, and integrity.
Strong leadership, interpersonal, analytical, organizational, and problem-solving skills. Ability to develop effective working relationships across all organizational levels, managing competing priorities, and influence business decisions.
Proficiency with human resources information systems (UKG), Microsoft Office applications, and related business technologies. Ability to analyze workforce data, develop recommendations, and effectively communicate findings to leadership.
Demonstrated ability to lead organizational initiatives, manage change, and work independently.
PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is occasionally required to walk; use hands to finger, handle, or feel objects, tools, or controls; and stoop, kneel, or crouch. The employee must occasionally lift and/or move up to 10 pounds.
