Director of Human Resources

HAVERHILL makes personalized solid 14k gold jewelry to order in our own factory in Warren, Rhode Island, and sells direct to customers across the country. We are about 45 people in one building, roughly 75% manufacturing and 25% admin, marketing and eCommerce, with a seasonal workforce that grows each holiday. We are profitable and growing.

Reporting directly to the CEO, the Director of Human Resources leads people operations for HAVERHILL as the company’s senior HR leader. We are adding this role to build on our foundation and scale our people programs with the business. This is a hands‑on leadership role with no direct reports today: you will design the programs, run them on the floor, and work closely with our VP Production and production supervisors.

• Maintain and extend our attendance and leave policies, in English and Spanish, with signed acknowledgments and consistent records in Gusto
• Extend our production skills matrices to every station and put a backup plan in place for every critical role
• Launch a cross‑training program with clear sign‑offs and weekly coverage reporting
• Lead the debrief on this year’s peak season and set the staffing plan with our agency for Valentine’s Day and Mother’s Day

• Workforce and skills: skills matrix, backup coverage and cross‑training across production, plus a consistent cycle for performance reviews and skills certifications
• Supervisor development: equip production leads to set expectations, give feedback, and handle attendance and performance conversations with confidence
• Employee relations: first point of contact for employee concerns, workplace investigations, progressive discipline, separations and the documentation behind them, stay and exit conversations
• Leave, benefits and claims: leave and accommodation across RI, CT and NY (including RI TDI and TCI and the ADA interactive process), unemployment claims and hearings, workers’ compensation, and benefits administration with our broker
• Safety and OSHA: primary administrator of the OSHA program, including recordkeeping, training documentation, the safety committee and annual submissions, in partnership with our Operations Specialist and the VP Production
• Legal coordination: coordinate with outside counsel on employment matters, and support document collection and deadline tracking for non‑employment legal matters such as contracts and trademarks
• Hiring and seasonal staffing: a consistent hiring process, onboarding and offboarding, and the temporary staffing agency relationship
• Compliance and systems: employment compliance, handbook and job descriptions, and Gusto as the system of record
• Engagement: recognition, morale and peak‑season support for an hourly workforce
• Reporting: headcount, turnover, absence and coverage reporting for leadership

• A backup plan in place for every critical role
• Clear and consistent attendance and time‑off records
• A peak season staffed on plan
• Supervisors confidently running attendance and performance conversations

• 10+ years of progressive HR experience, including 3+ years as the senior or sole HR leader at a manufacturing or hourly‑workforce company of 40 to 300 people
• A track record of building HR infrastructure where little existed, such as a handbook, performance cycle, compliance calendar or onboarding process, that you can walk us through
• A skills matrix, cross‑training or attendance program you built yourself, including the results it produced on the floor
• Hands‑on employee relations on a production floor: investigations, progressive discipline and separations, with files that held up
• Experience running an OSHA program in a manufacturing setting, including recordkeeping…