HR Director

HR Director About Fellers, LLC

Since 1986, Fellers has been a reliable source of sign and graphics films, color change vinyls, and supplies for printers, sign makers, and installers across the U.S. Since 2021, Fellers has been private equity owned, and focused on investing heavily in expanding business into new growth segments including automotive window tint, paint protection film, printing and finishing equipment, tools, and film‑cutting software.

Fellers is the trusted leader in delivering speed, service, and selection to our customers. This is backed by a national network of warehouses, stocked with industry‑leading brands and a competitive proprietary branded product offering. Additionally, Fellers has a dedicated sales team which is supported by best‑in‑class customer service and technical support professionals to deliver superior service.

Director of Human Resources provides senior‑level leadership and strategic direction for all human resources functions across the organization. This role serves as a key advisor to executive leadership, translating business strategy into scalable people practices while ensuring operational excellence, compliance, and organizational effectiveness.

The Director is accountable for end‑to‑end HR strategy, governance, and execution, including workforce planning, compensation and performance programs, compliance reporting, leadership development, change management, and employee engagement. This role owns both the long‑term people roadmap and the day‑to‑day rigor required to operate a complex, changing organization.

• Lead and execute the company’s HR strategy aligned to business objectives and growth plans.
• Partner with executive and senior leadership to support organizational design, workforce planning, and change management initiatives.
• Prepare and deliver monthly executive‑level HR reporting, including headcount, talent risks, and related people KPI’s.
• Own HR budgeting, headcount forecasting, and approval processes.
• Provide direct support and counsel to senior leadership on people, performance, and organizational matters.
• Serve as the primary point of accountability for HR vendor management and external partnerships.

• Design and manage compensation strategies including merit cycles, benchmarking, and internal equity reviews.
• Develop, document, and roll out variable compensation and bonus plans across functions.
• Partner with Finance and leadership to model workforce and compensation impacts tied to business performance.

• Own leadership development and talent development strategy, including succession planning and 9‑box assessments.
• Lead performance management strategy and execution, including annual review cycles, calibration, merit allocation, and system configuration.
• Oversee employee relations matters including investigations, corrective actions, documentation, and legal coordination.
• Conduct and analyze exit interviews and provide actionable insights to leadership.
• Maintain and evolve job descriptions, career paths, and role clarity across the organization.

• Ensure compliance with all federal, state, and local employment laws and regulations.
• Own annual and ongoing compliance reporting, including but not limited to EEO‑1, CA Pay Data, wage reporting, 401(k) audit support, OSHA, DOL, and EEOC requirements.
• Maintain up‑to‑date knowledge of employment law, regulatory changes, and HR best practices, translating them into policies and operational processes.

• Develop and execute company‑wide communication and engagement strategies.
• Lead employee engagement initiatives, surveys, and action planning.
• Own company‑wide calendars and programs including town halls, team huddles, holiday schedules, and internal communications cadence.
• Partner with Safety leadership to develop, finalize, and roll‑out safety strategies, SOPs, and training programs.

• Provide execution oversight for multi‑state payroll operations covering both hourly and salaried…