HR Director

POSITION SUMMARY

The Director of Human Resources is responsible for providing strategic leadership and operational direction for the organization’s Human Resources function. This position partners with executive leadership and department leaders to develop and implement strategies which support organizational objectives, workforce stability, employee engagement, leadership development, and operational performance.

The Director of Human Resources oversees employee relations, talent acquisition, workforce planning, compensation and benefits, performance management, leadership development, training, regulatory compliance, workplace investigations, HR policies and procedures, HRIS administration, employee engagement, retention initiatives, and other HR programs.

The Director of Human Resources serves as a trusted advisor to senior leadership and ensures HR programs, policies, and practices support business objectives while maintaining compliance with applicable federal, state, and local employment laws and regulations.

• Provide strategic and operational leadership for the Human Resources department and ensure HR initiatives align with organizational goals and business objectives.
• Serve as a strategic advisor to executive leadership and management regarding workforce planning, organizational structure, employee relations, compensation, talent management, leadership development, and employment law matters.
• Lead, coach, develop, and manage Human Resources professionals while establishing clear departmental goals, performance expectations, and accountability.
• Develop and implement short-term and long-term Human Resources strategies supporting organizational growth, workforce stability, operational performance, and employee retention.
• Oversee recruitment, selection, hiring, and onboarding processes for hourly, professional, technical, management, and executive-level positions.
• Partner with department leaders to identify current and future workforce needs and develop effective recruiting and workforce planning strategies.
• Develop and implement employee retention strategies designed to reduce turnover, improve employee engagement, and strengthen workforce stability.
• Monitor turnover, absenteeism, staffing levels, recruiting performance, employee relations trends, and workforce metrics and provide recommendations to executive leadership.
• Oversee employee relations programs and provide guidance regarding employee performance, attendance, workplace conduct, disciplinary actions, conflict resolution, and employment decisions.
• Lead and oversee workplace investigations involving employee complaints, harassment, discrimination, retaliation, workplace misconduct, policy violations, and other employment-related concerns.
• Ensure workplace investigations are conducted promptly, objectively, consistently, thoroughly, and confidentially.
• Provide guidance and recommendations regarding disciplinary actions, performance improvement plans, suspensions, terminations, and other employment decisions.
• Develop, review, implement, and maintain HR policies, procedures, employee handbooks, job descriptions, and employment practices.
• Ensure consistent administration and enforcement of company policies and employment practices throughout the organization.
• Monitor compliance with applicable employment laws and regulations, including FMLA, ADA, EEO, FLSA, Title VII, ADEA, USERRA, workers’ compensation requirements, and other employment-related regulations.
• Maintain knowledge of employment law developments, regulatory requirements, HR practices, and workforce trends and communicate significant changes to leadership.
• Oversee compensation programs and partner with executive leadership regarding salary structures, wage administration, incentive programs, bonus programs, promotions, and compensation recommendations.
• Participate in compensation benchmarking and market analysis to support competitive and internally equitable compensation practices.
• Oversee employee benefit programs, including medical, dental, vision, retirement plans, leave programs, disability programs, and other employee benefits.
• Partner with benefit consultants, insurance brokers, vendors, and leadership to evaluate benefit programs, costs, utilization, and improvement opportunities.
• Oversee performance management programs and ensure managers conduct timely, consistent, and meaningful employee performance evaluations.
• Develop and implement leadership development, supervisor training, management training, succession planning, and employee development programs.
• Develop employee engagement, communication, recognition, and morale initiatives.
• Oversee payroll department.
• Use HRIS systems, workforce reports, turnover information, recruiting metrics, compensation data, and other analytics to evaluate trends and support business decisions.
• Develop and present HR reports, workforce metrics, recommendations, and strategic initiatives to executive leadership.
• Develop, manage, and…