Role Description

The HR Director serves asthe operational leader of the Human Resources function at Comlux America,partnering closely with the Chief Human Resources Officer (CHRO) to executeday-to-day HR programs and initiatives. This role oversees employee relations,compliance, HRIS administration, training coordination, and employee engagementactivities while serving as the primary HR resource for managers and employees.

The HR Director leadsemployee relations case management, ensures compliance with company policiesand employment regulations, maintains HRIS data integrity, and supportsretention and engagement efforts. This position plays a key role in coachingmanagers, resolving workplace issues, and driving effective HR processes thatsupport both employees and business objectives.

Essential Job Functions -- The HR Director will own thefollowing responsibilities, organized by functional area:

EmployeeRelations
• Serve as the primary point of contactfor walk-in employee concerns and day-to-day employee relations inquiries
• Coach managers and supervisors onhandling employee issues, performance concerns, and difficult conversations
• Own ER case intake, documentation,and tracking for the full case lifecycle
• Lead formal investigations intomisconduct, harassment, and other workplace complaints
• Administer progressive discipline,including Performance Improvement Plans (PIPs) and written warnings
• Execute terminations and ensureproper documentation is completed and retained
• Facilitate conflict resolution andmediation between employees

Onboarding& Retention
• Own coordination of 30/60/90-day newhire check-ins as the Company builds out this program - a key lever in reducingearly-tenure turnover

Compensation& Benefits
• Coordinate annual open enrollmentcommunications and logistics
• Administer leave programs, includingFMLA, ADA accommodations, and other leaves of absence (LOA)
• Manage workers' compensation casesfrom intake through resolution

HRIS& Data
• Lead HRIS implementation projects,partnering with IT and the CHRO on system rollouts and upgrades
• Conduct monthly data integrity auditsto ensure accuracy of employee records
• Prepare monthly headcount andturnover reporting for leadership review
• Manage HRIS system configuration anduser access administration
• Maintain the HR dashboard and keypeople metrics on a monthly cadence

Compliance
• Maintain OSHA recordkeeping and theOSHA 300 log
• Lead annual I-9 audit and complianceverification
• Own annual employee handbook updates
• Lead policy creation andadministration across the HR function
• Maintain and manage the HR compliancecalendar, ensuring all recurring deadlines are met

Training& Development
• Provide day-to-day coaching tosupervisors on HR best practices and policy application
• Lead annual skills gap identificationand analysis in partnership with department leaders

Culture& Employee Engagement
• Own and coordinate the Company's stayinterview program on an ongoing basis
• Report stay interview insights andthemes to the CHRO on a quarterly basis
• Draft employee communications asneeded, in partnership with the CHRO
• Provide support for future EmployeeResource Groups (ERGs) and employee committees as these programs are developed

GeneralHR Operations
• Conduct weekly check-ins withdepartment managers to proactively surface HR needs and concerns
• Serve as a resource for managersseeking policy interpretation and guidance

UnionAvoidance
• Monitor employee sentiment on anongoing basis to identify engagement or organizing risk early
• Train supervisors on positiveemployee relations practices that support a direct, union-free work environment
• Identify and respond to earlyindicators of organizing risk
• Escalate high-risk situations to theCHRO promptly and with appropriate documentation

Minimum Qualifications,Education and Experience
• Bachelor's degree in Human Resources, BusinessAdministration, or a related field, or equivalent professional experience
• 10-15+ years of progressive HR experience, includingdirect ownership of employee relations casework and investigations
• Demonstrated experience administering leave programs(FMLA, ADA, LOA) and workers' compensation cases
• Strong working knowledge of federal and stateemployment law, including EEOC, OSHA, and I-9 compliance requirements
• Experience with HRIS platforms, including dataintegrity management and reporting
• Excellent judgment and discretion in handlingconfidential and sensitive employee information
• Strong written and verbal communication skills, withthe ability to coach managers at all levels

Required Skills andAbilities
• Strong leadershippresence with the ability to influence and coach leaders at all levels of theorganization.
• Exceptionalemployee relations and conflict resolution capabilities.
• Proven ability tobuild trust and credibility with employees, managers, and executive leadership.
• Strong businessacumen with the ability to align people strategies to organizationalobjectives.
• Demonstratedsuccess leading organizational change and continuous improvement initiatives.
• Strongunderstanding of employment laws, labor regulations, and HR compliancerequirements.
• Excellentcommunication, presentation, facilitation, and interpersonal skills.
• Strong analyticaland problem-solving abilities with a data-driven decision-making approach.
• Experiencedeveloping and utilizing HR metrics, dashboards, and workforce analytics.
• Advancedproficiency with HRIS platforms and HR technology solutions.
• Proficiency inMicrosoft Office applications including Excel, Word, PowerPoint, and Outlook.
• Ability to managemultiple priorities in a fast-paced operational environment.
• Strongorganizational, project management, and execution skills.
• Commitment toemployee development, operational excellence, and customer service.
• Ability tomaintain confidentiality and exercise sound judgment in sensitive situations.
• Experience in amanufacturing, aerospace, or production environment, particularly within afast-growing or PE-backed organization preferred
• PHR, SPHR,SHRM-CP, or SHRM-SCP certification preferred
• Experiencesupporting union avoidance strategy and employee sentiment monitoring preferred
• Familiarity withstay interview programs and engagement survey methodology preferred

What Success Looks Likein This Role
• Walk-in employee concerns and day-to-day ER cases arehandled promptly, consistently, and with appropriate documentation
• A formal 30/60/90-day check-in program is operationaland contributing to measurable improvement in early-tenure retention
• HRIS data integrity, compliance recordkeeping, and theHR compliance calendar are maintained proactively, with no missed deadlines oraudit findings
• Department managers view the HR Director as anaccessible, reliable first point of contact for people-related guidance
• Stay interview insights are delivered to the CHRO onschedule and translated into actionable retention strategies

Why join us?

Your success is oursuccess. We provide a competitive and comprehensive total rewards package thatsupports you and your family.
• 401(k) withcompany annual contribution equal to 3% of eligible compensation
• Company-sponsoredHSA
• 100% company-paidvision premiums
• Medical, Dental,Life Insurance, and EAP benefits
• Free financialconsultations and guidance

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