Human Resources Director

POSITION SUMMARY    

The Human Resources Director leads the human resources   function for the organization in support of the administrative operations and   the overall mission. In collaboration   with Leadership, this position requires a dynamic leader who can partner with   executive leadership to develop comprehensive Human Resource strategies while   fostering an inclusive and engaging workplace culture. 

Direct Reports: 1.5 FTE

Major Duties and Responsibilities Include:

Strategic Human Resource Leadership

• Develop organizational strategy for employee lifecycle management from recruitment through separation.
• Lead organizational design initiatives that align with core business strategies to help support strategic objectives.
• Partner with executive leadership to ensure Human Resource strategies support organizational goals.

Talent Acquisition & Management

• Design and implement recruiting strategies that attract and retain diverse, top talent.
• Train hiring managers in unbiased interviewing and candidate evaluation best practices.
• Oversee complete talent acquisition process including job posting, screening, recommendations, and new hire procedures, including extending job offers. 
• Ensure consistent, compliant hiring processes that reflect organizational values.

Employee Experience & Development

• Lead comprehensive onboarding, engagement, and offboarding programs.
• Design and deliver employee training programs aligned with organizational goals.
• Mentor supervisors in career development and effective people management practices.
• Facilitate performance evaluations and develop improvement plans when needed.

Compensation & Benefits Administration

• Conduct market research and compensation surveys to ensure competitive positioning.
• Lead position grading, salary reviews, and market-based compensation analysis.
• Operationalize the organization’s compensation philosophy through transparent, equitable pay practices .
• Manage compensation budgets including forecasting and making strategic recommendations.
• Partner with finance on benefits portfolio development and negotiations and coordinate annual enrollment.

Policy & Compliance Management

• Develop and maintain operational policies, procedures, and employee handbooks ensuring legal compliance.
• Train supervisors on legal, ethical, and organizational responsibilities.
• Serve as a compliance expert, advising leadership on HR regulatory requirements.
• Manage workers compensation programs and workplace safety protocols.
• Ensure practices are compliant with collective bargaining agreements and support the organization in resolving disputes.

Employee Relations & Support

• Provide expert guidance for employee questions, complaints, and workplace conflicts.
• Address employee relations issues at all levels with discretion and professionalism.
• Maintain confidentiality while serving as trusted resource for employees.
• Oversee separation processes including exit interviews and offboarding.
• Maintain accurate personnel records and documentation for all employee relations.

Culture & Belonging

• Foster positive inclusive workplace culture where all employees feel valued, heard, and empowered to contribute authentically.
• Assess organizational climate and develop strategies that strengthen sense of belonging across all teams.
• Transform HR processes and practices to eliminate barriers and create equitable experiences for everyone.

Systems & Technology Management

• Optimize HRIS functionality and train managers on system updates.
• Maintain recruiting, onboarding, and other related modules within Paylocity platform.

  Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related experience.
• 5-7 years of progressive HR experience with at least 2-3 years in leadership.
• Proven experience in strategic HR planning and organizational development.
• Strong knowledge of employment law and compliance requirements.
• Experience with HRIS systems, Paylocity preferred.
• Demonstrated success in diversity, equity, and inclusion initiatives.
• Excellent communication, interpersonal, and leadership skills.
• PHR, SHRM-CP, or similar HR certification preferred.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the essential duties of this position, the employee is required regularly to speak and listen. More specifically, this position requires the ability to actively listen and have a close attention to detail and extensive work on a computer monitor for long periods of time.