Human Resources Director

The Director of Human Resources serves as both a strategic business partner and hands-on HR practitioner responsible for leading all aspects of the human resources function. This role oversees talent acquisition, employee engagement, performance management, compensation and benefits, payroll administration, employee relations, organizational development, compliance, and workforce planning. The successful candidate will bring a balance of strategic vision, operational expertise, sound judgment, and a genuine passion for developing people and fostering a positive workplace culture.

Work Arrangement:
Hybrid schedule with in-office presence required Tuesday through Thursday. Mondays and Fridays are office-optional based on business requirements and employee support needs.

Reporting Relationship:
President & CEO

• Strategic HR Leadership
• Serve as a trusted advisor to executive leadership and managers on workforce strategy, employee engagement, organizational effectiveness, and employment compliance.
• Partner with leadership to align human capital strategies with Navy Mutual's business objectives and long-term growth plans.
• Lead, mentor, and develop the HR team while fostering a culture of collaboration, accountability, and continuous improvement.
• Develop and execute HR communication strategies that ensure transparency, engagement, and organizational alignment.
• Present HR data, recommendations, and strategic initiatives to executive leadership and Board committees, including the Retirement and Compensation Committee.
• Talent Acquisition, Development & Workforce Planning
• Lead recruitment strategies that attract, engage, and retain top talent.
• Drive workforce planning, succession planning, and organizational development initiatives.
• Develop and enhance employee development programs, career pathways, and leadership development initiatives.
• Partner with managers to clarify performance expectations and support employee growth and development.
• Implement best-in-class performance management programs that strengthen accountability and employee engagement.
• Employee Relations & Culture
• Champion a high-performing, employee-centered culture grounded in trust, respect, and accountability.
• Provide guidance and coaching to leaders and employees on employment-related matters.
• Conduct investigations and resolve employee relations issues fairly, consistently, and professionally.
• Design, administer, and analyze employee engagement surveys and action plans.
• Facilitate constructive solutions that balance employee needs with organizational objectives.
• Utilize workplace assessment tools to strengthen communication, collaboration, and team effectiveness.
• HR Operations, Policies & Compliance
• Design and continuously improve HR policies, practices, and procedures to support operational excellence.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations.
• Maintain and update the Employee Handbook and HR policies to reflect best practices and legal requirements.
• Monitor legislative developments and proactively implement necessary policy and process changes.
• Lead onboarding, offboarding, records management, and HR administrative functions.
• Compensation, Benefits & Payroll
• Oversee all aspects of multi-state payroll processing and payroll tax compliance.
• Partner closely with payroll vendors and internal stakeholders to ensure accuracy and timeliness.
• Manage compensation programs, including salary administration, annual compensation reviews, merit increases, and incentive programs.
• Develop and administer comprehensive employee benefits programs that support employee well-being and organizational goals.
• Oversee defined-benefit and defined-contribution retirement plans, including vendor relationships and regulatory compliance.
• Ensure compliance with Form 5500 reporting requirements, Wrap Plan documents, and Section 125 Plan administration.
• HR Analytics & Technology
• Collect, analyze, and leverage HR metrics to evaluate program effectiveness and inform decision-making.
• Develop dashboards and reporting tools that provide meaningful workforce insights.
• Identify opportunities to enhance efficiency through technology, automation, and AI-enabled solutions.
• Maximize the use of HRIS platforms and workforce analytics to support organizational objectives.

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 10 years of progressive human resources experience.
• Minimum of 3 years leading and directly managing HR staff.
• Minimum of 5 years overseeing compensation, benefits, and payroll functions.
• Extensive experience across:
• Talent acquisition
• Employee relations
• Performance management
• Compensation and benefits
• Workforce planning
• Change management
• Succession planning
• Strong knowledge of federal, state, and local employment laws and regulations, including:
• FLSA
• FMLA
• ADA
• HIPAA
• ERISA
• EEO compliance
• Proven success handling complex employee relations matters and workplace investigations.
• Strong analytical…