Director of Human Resources

RESPONSIBILITIES: Develop and implement HR strategies that support the organization’s goals. Serve as the primary HR advisor to leadership on workforce planning, organizational development, and employee relations. Oversee performance management, employee development, and succession planning. Identify opportunities to improve HR processes, technology, and employee experience. Lead or support organizational change initiatives and company-wide employee communications. Recommend and manage the HR budget, including benefits vendor selection and program investment, in partnership with leadership. Own full-cycle recruitment, onboarding, and retention initiatives. Lead employee relations efforts, including investigations, coaching, conflict resolution, and performance issues. Ensure compliance with all federal, state, and local employment laws. Develop, maintain, and communicate HR policies, the employee handbook, the safety manual, and related procedures. Manage workers’ compensation, unemployment claims, workplace accommodations, and employment-related matters, coordinating with legal counsel as required. Follow and enforce all safety procedures and company policies. Administer compensation, benefits, leave programs, and annual open enrollment. Manage HR systems, personnel records, reporting, and workforce metrics. Manage HR data in the HRIS/payroll system, ensuring timely and accurate employee updates to support payroll processing. Perform other duties as assigned.

QUALIFICATIONS: Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; advanced degree and/or HR certification (SHRM‑SCP, SPHR, SHRM‑CP, or PHR) a plus. Seven to ten years of progressively responsible human resources experience, including experience operating as a senior HR leader in a small‑to‑mid‑size organization. Thorough knowledge of HR principles and federal, state, and local employment regulations. Demonstrated ability to partner with senior leadership on workforce planning, organizational development, employee engagement, and business initiatives. Proven experience managing complex employee relations matters, investigations, performance management, and conflict resolution. Strong leadership, communication, organizational, and problem‑solving skills, with the ability to influence employees and leaders at all levels. Ability to exercise sound judgment, discretion, flexibility, and professionalism when managing confidential and sensitive issues. Ability to manage multiple priorities, drive initiatives, and meet deadlines in a fast‑paced environment. Proficiency in Microsoft Office products; HRIS, payroll, and HR reporting experience strongly preferred.