Human Resources Director

Overview

Plunkett's is a family‑owned business established in 1915, celebrating over 100 years of continued growth. Our service area spans 24 states with headquarters in Fridley, Minnesota. We employ 800+ people who receive competitive wages, rewards, a company‑sponsored retirement program, continuous training, and career development.

• Leave No Doubt You Care – Put people first and solve problems with empathy.
• Own It – Be accountable, follow through, and take pride in your work.
• Grow to Control Our Destiny – Seek opportunities to expand your impact and resell our value each time.
• Shape Our Legacy – Improve everything you touch and help carry forward our 100+ years of service excellence.

Reporting to the President, the Director of Human Resources leads the HR function, ensuring alignment with the company’s strategic objectives while maintaining culture. The director provides forward‑thinking strategic guidance balanced with tactical execution, models an open‑door policy, and maintains strong relationships across the business.

• Serve as a key advisor and partner on organizational design, talent strategy, performance management, workforce planning, total rewards programs, cultural initiatives, and change management.
• Develop and implement HR strategies that support long‑term business goals and growth initiatives.
• Analyze workforce data and trends to inform strategic decisions and initiatives.
• Identify and lead opportunities for cultural transformation, employee engagement, and leadership development.
• Work with Finance to ensure benefits are competitive and attractive.

• Lead HR operations, including attraction, talent acquisition, onboarding, development, retention, and offboarding.
• Provide guidance on compensation structure, performance management, corrective action, medical and other leaves of absence, and benefit administration.
• Ensure HR policies, programs, and processes are effective, legally compliant, and aligned with best practices.
• Oversee HR technology and reporting systems to enhance efficiency and data‑driven decision‑making.
• Support managers and employees in resolving complex HR issues with tact, fairness, and consistency.

• Lead, mentor, and develop the HR team to achieve strategic impact.
• Promote collaboration across departments to ensure HR initiatives are integrated and impactful.
• Partner closely with Payroll to align service to employees.
• Serve as a role model for the company’s values and behaviors.
• Apply expertise in talent management, employee engagement, performance management, and total rewards programs to elevate company practices.
• Effectively manage ambiguity.
• Build relationships with external partners such as benefit brokers, consultants, HRIS support services, and legal counsel.

To perform this job successfully, an individual must be able to perform each essential duty effectively. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role.
• Strong knowledge of HR best practices and employment laws.
• Excellent communication, interpersonal, and leadership skills.
• Proven ability to develop and implement HR strategies that align with business goals.
• Experience in talent acquisition & management, performance management, and organizational development.
• Ability to work effectively in a fast‑paced and dynamic environment.
• HR certification (e.g., SHRM‑SCP, SPHR) preferred.

• Multi‑site company experience with an employee base of 750+ ideally in a service sector.

The ability to lift and carry up to 10 lbs.; sitting for long periods; occasionally bending, kneeling, stooping, and crouching; reading printed materials and a computer screen; stamina to maintain attention to detail despite interruptions. Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, keyboard, and telephone. Communication through telephone, virtual meetings, face‑to‑face interactions, texts, and email.

• Competitive compensation and benefits.
• The opportunity to play an integral role in shaping financial operations and driving efficiency in a growing, complex organization.