Director of Human Resources

SUMMARY OF POSITION

The Director of Human Resources serves as our client's people and culture champion – a strategic, hands-on leader responsible for building and driving the company’s human resources function. The Director provides leadership in organizational development, talent management, employee relations, compliance, workforce planning, culture, and performance management. The HR Director will establish scalable HR processes, strengthen leadership capabilities, and build an engaged, high-performing workforce that supports the company's continued growth.

ESSENTIAL FUNCTIONS

HR Strategy and Leadership

·       Serve as the senior HR advisor to company leadership, providing guidance on workforce planning, organizational structure, succession planning, and people strategy

·       Develop, implement, and continuously improve HR policies, programs, and practices to support organizational growth

·       Analyze HR metrics and trends to identify opportunities and drive data-informed decisions

·       Champion company culture and lead initiatives that support employee engagement, retention, and organizational health

·       Serve as a trusted advisor and coach to leaders on employee and organizational matters

Payroll and HRIS

·       Provide strategic oversight of payroll, benefits administration, HRIS, leave management, and employee records

·       Ensure compliance with federal, state, and local employment laws and regulations

·       Evaluate and improve HR technologies, systems, and reporting capabilities

·       Oversee compensation, benefits, workers' compensation, leave administration, and related vendor relationships

·       Monitor organizational risk and recommend proactive compliance strategies

Talent Strategy & Organizational Development

·       Develop and oversee talent acquisition strategies that attract and retain high-performing employees

·       Lead workforce planning initiatives to ensure staffing aligns with business objectives

·       Design onboarding programs that accelerate employee engagement and productivity

·       Drive leadership development, succession planning, and career development initiatives

·       Foster a culture of continuous learning and organizational effectiveness

Benefits Administration

·       Direct the administration of all benefit plans (including but not limited to: Health, Dental, Vision, Disability, Life, and 401(k))

·       Manage broker relationships and lead annual open enrollment

·       Oversee Workers’ Compensation claims and policies

Employee Relations

·       Ensure organizational compliance with federal and state employment laws including FLSA, EEO, and ADA requirements

·       Own and maintain the employee handbook; conduct periodic policy audits to ensure relevance and compliance

·       Lead employee relations matters including complex investigations, conflict resolution, performance improvement, and disciplinary processes

·       Advise and coach managers and supervisors on employee relations issues and HR best practices

·       Design and deliver in-house training programs that build leadership capability and support compliance

·       Manage the offboarding process, including exit interviews and turnover analysis, and use insights to inform retention strategy

COMPETENCIES

·       Strategic mindset with the ability to translate business goals into HR priorities

·       Maintains the highest level of integrity and confidentiality in handling sensitive information

·       Leads by example and holds others accountable to standards of conduct

·       Strong executive presence with excellent written and oral communication skills

·       Decisive and action-oriented; comfortable operating independently in a lean environment

·       Collaborative team player who builds trust across all levels of the organization

·       Highly organized with strong attention to detail and follow-through

·       Proactive, solutions-oriented approach to complex people and organizational challenges

·       Provide leadership and coaching

·       Conflict resolution and negotiation

WORK ENVIRONMENT

·       Professional office environment

·       Standard office equipment including computer with dual monitors, phones, printers/copiers, filing cabinets, and fax machines; “Sit to Stand” work desk available

PHYSICAL DEMANDS

·       Sitting and/or standing for extended periods

·       Using a computer screen, keyboard, and mouse for extended periods of time

·       Ability to lift up to 20 lbs occasionally

POSITION TYPE / EXPECTED HOURS OF WORK

·       Full-time, exempt position; typically Monday–Friday, 8:00am–5:00pm

TRAVEL

·       Travel to additional production facilities as needed

REQUIRED EDUCATION AND EXPERIENCE

·       Bachelor’s Degree in Business Administration, Human Resources, or a related field

·       8 – 10 years of progressive HR experience, including demonstrated leadership responsibility

PREFERRED EDUCATION AND EXPERIENCE

·       Prior experience as the senior HR leader in a manufacturing or industrial environment

·       Proven track record of developing and implementing HR strategy in a small-to-mid-size organization

·       HR Certification (SPHR, SHRM-CP, or SHRM-SCP)

·       Multi-state HR experience

ADDITIONAL ELIGIBILITY QUALIFICATIONS

·       Proficiency in Microsoft Office Suite

·       HRIS experience, including system management and implementation

OTHER DUTIES

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

EQUAL EMPLOYMENT OPPORTUNITY