Human Resources Director

The HR Director is a hands-on leader responsible for all aspects of human resources at Piedmont National. Working closely with the family ownership and senior leadership team, this person will design and run HR programs that attract, develop, and retain a strong workforce across both manufacturing and office roles, while ensuring compliance and protecting the company's family-oriented culture. This is a player-coach role: the Director will lead a team of three while personally handling strategic and day-to-day HR work.

• Serve as a trusted advisor to ownership and senior leaders on workforce planning, organizational design, and people strategy.
• Lead, coach, and develop a team of three HR professionals; set clear goals and manage performance.
• Build HR policies, programs, and budgets that support company growth and operational goals.
• Help preserve and evolve the company's family-business culture as the organization grows.

• Oversee recruiting and onboarding for warehouse, sales, service techs, and administrative positions.
• Develop strategies to reduce turnover and strengthen employee engagement, particularly on the plant floor.
• Partner with department managers on succession planning and internal career pathways.

• Ensure compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, EEO, and OSHA-related HR requirements.
• Manage employee relations matters, including investigations, corrective action, and conflict resolution, with fairness and discretion.
• Maintain and update the employee handbook, HR policies and procedures, and job descriptions.
• Oversee HR recordkeeping, audits, and required reporting.

• Administer competitive compensation structures and conduct periodic market reviews.
• Manage benefits programs, including health plans, retirement plans, and leave programs; lead annual open enrollment and broker/vendor relationships.
• Oversee payroll processes in partnership with Finance to ensure accuracy and timeliness.

• Partner with Operations and Safety leadership on workplace safety programs, workers' compensation, and return-to-work practices.
• Partner with Operations and Safety leadership on telematics and driver safety programs.
• Coordinate training and development programs, including supervisor and leadership training.
• Support performance management processes that are practical and well understood by employees and managers.

• Manage the HRIS and related systems, and use HR data and metrics to inform decisions.
• Continuously improve HR processes to be efficient, consistent, and employee-friendly.

• Strong working knowledge of employment law and HR best practices.
• Experience in an industrial/manufacturing, or other hourly-workforce environment.
• Demonstrated ability to lead a small team and to be hands-on with day-to-day HR work.
• Excellent communication, judgment, and discretion, with the ability to build trust at all levels of the organization.

• Experience in a family-owned or closely held business.
• Experience with workers' compensation, safety programs, or union-free labor relations strategy.
• Proficiency with HRIS and payroll platforms.

• Business acumen and strategic thinking
• Integrity, confidentiality, and sound judgment
• Coaching and team development
• Change management and cultural stewardship

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 8+ years of progressive HR experience, including at least 3 years in a leadership or management role.

• Master's degree in HR or a related field.

NOTE:

The physical demands and work environment characteristics described below are representative of those an employee may encounter while performing the essential functions of this job. Reasonable accommodation may be made, upon request, to enable qualified individuals with disabilities to perform these essential functions.

First/Mid-Level Managers perform a combination of sedentary and active duties. Work often involves extended periods of computer use and communication, along with regular movement between office, warehouse, and operational areas. Employees must be able to exchange information effectively, review documentation, and observe work areas. Occasional lifting or moving of items up…