Job Title: Human Resources Director
Job Type: FT
Location: Charlotte, NC office
Job SummaryThe
Human Resources Director has full ownership of all HR-related functions, policies, programs, systems, compliance, and employee services across the organization.
The
Human Resources Director will oversee the complete employee lifecycle-from workforce planning, recruiting, and onboarding through performance management, employee development, compensation, payroll, benefits, employee relations, compliance, and offboarding. This role leads a team of three HR professionals and an Office Manager, and is accountable for building a high-performing, compliant, service-oriented HR function that supports the organization's business objectives and culture. The
HR Director will balance strategic leadership with hands-on operational oversight. The position reports to the CEO.
What You'll Do HR Leadership & Strategy- Develop and execute the HR strategy in alignment with business objectives and the CEO's vision.
- Serve as a trusted advisor to the CEO and leadership team on workforce, organizational, and employee matters.
- Lead and develop the HR team, establish priorities and accountability, and manage the HR department budget.
- Establish HR metrics and reporting to provide insights into workforce trends, costs, retention, engagement, and organizational effectiveness.
- Continuously evaluate and improve HR programs, systems, policies, and processes.
Payroll & Benefits- Own and oversee accurate, timely, and compliant payroll administration, including payroll systems, timekeeping, taxes, deductions, bonuses, and related processes.
- Partner with Finance and external providers to resolve payroll issues and maintain appropriate controls and records.
- Monitor payroll and benefits costs and identify opportunities to improve value and employee experience.
- Lead the strategy and administration of all employee benefit programs, including health, dental, vision, life, disability, and retirement plans.
- Manage benefits renewals, open enrollment, vendor relationships, employee communications, and regulatory compliance.
- Oversee leave administration and reasonable accommodation processes with appropriate confidentiality and documentation.
- Ensure compliance with applicable benefits regulations and reporting requirements.
Employee Lifecycle & Talent Management- Own the employee lifecycle from workforce planning and recruiting through onboarding, development, performance management, and offboarding.
- Partner with leaders to identify staffing needs, develop job descriptions, establish compensation recommendations, and oversee recruiting and hiring.
- Build effective onboarding, career development, leadership development, succession planning, and performance management programs.
- Own the organization's performance management process.
- Establish performance review cycles, standards, tools, and expectations.
- Coach managers on performance, talent development, documentation, and employee-related decisions.
- Ensure consistent, professional, and legally compliant separation processes.
Employee Relations & Culture- Serve as a trusted resource for employees and managers on workplace concerns and employee relations matters.
- Investigate and resolve workplace issues fairly, consistently, confidentially, and in accordance with company policies and applicable law.
- Advise leadership on disciplinary actions, performance concerns, and termination decisions.
- Partner with leadership to strengthen culture, employee engagement, communication, retention, and the overall employee experience.
- Monitor employee sentiment and lead engagement initiatives and action plans.
Compliance, Risk & Compensation- Maintain overall responsibility for HR compliance with applicable federal, state, and local employment laws and regulations.
- Oversee employment records, required reporting, policies, postings, leave and accommodation processes, and employment documentation.
- Maintain and update the employee handbook and HR policies, partnering with legal counsel as appropriate.
- Identify HR risks and develop strategies to mitigate them.
- Develop and maintain the organization's compensation philosophy and structure, including salary, bonus, incentive, internal equity, and market competitiveness analysis.
HR Systems & Operations- Own the HRIS and related HR technology, ensuring accurate, secure, and well-maintained employee data.
- Develop standardized, efficient HR policies, procedures, and processes.
- Lead continuous improvement initiatives that enhance HR efficiency, compliance, and employee experience.
HR & Office Team Leadership- Lead, mentor, and develop a high-performing HR team of four direct reports.
- Establish department goals, workflows, service standards, and performance expectations.
- Provide leadership and accountability for the Office Manager, including operational standards, budgets, service quality, and consistency across all three locations.
- Serve as an escalation point for significant office operations matters and support succession and coverage planning.
- Perform other duties as assigned.
- Maintain quality work that exemplifies and promotes our company's core values.
Requirements
Who You Are - Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
- 8+ years of progressive Human Resources experience, including significant leadership responsibility.
- Demonstrated experience managing a broad, full-service HR function.
- Experience leading and developing HR staff.
- Strong knowledge of payroll, benefits, employee relations, recruiting, compensation, performance management, and employment compliance.
- Demonstrated ability to partner effectively with a CEO and executive leadership team.
- Strong understanding of applicable employment laws and regulations.
- Excellent judgment, discretion, and confidentiality.
- Strong written and verbal communication skills.
- Proven ability to manage multiple priorities in a fast-paced environment.
- An individual that understands the value of providing a high level of customer service.
Preferred - SHRM-SCP, SPHR, or other relevant professional certification.
- Experience as the senior HR leader within an organization.
- Experience managing HRIS and payroll systems.
- Experience developing compensation structures and benefits strategies.
- Experience leading organizational change, growth, or transformation.
- Experience working with outside employment counsel, benefits brokers, payroll providers, and other HR vendors.
