Company Overview
When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities.
Position Summary
The Human Resources Director provides strategic leadership and operational oversight of the bank’s Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank’s business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent.
Essential Functions and Primary Duties
Executive Partnership & Strategic HR Leadership
- Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy.
- Act as a member of the leadership team, contributing to business discussions with a people-focused perspective.
HR Department Oversight
- Lead and develop the HR team, ensuring consistent delivery of HR programs and services.
- Oversee department workflows and processes to ensure efficiency and service excellence.
- Manage the budget for HR operations and programs.
Compliance & Risk Management
- Ensure compliance with all federal, state, and local employment laws and regulations.
- Maintain up-to-date HR policies, practices, and procedures.
- Serve as primary contact for audits and compliance-related matters.
Vendor & Consultant Management
- Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors.
- Evaluate vendor performance and ensure services meet the bank’s needs.
Compensation & Benefits Administration
- Design, implement, and oversee the bank’s compensation and benefits programs.
- Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness.
- Partner with consultants to assess and adjust compensation and benefits structures as needed.
- Create a pay for performance culture
Performance Management & Talent Development
- Oversee the bank’s performance appraisal program, ensuring effective goal setting, coaching, and evaluation.
- Guide executives on succession planning for senior leadership and critical roles.
- Support development initiatives to strengthen leadership capabilities across the organization.
Organizational Development & Change Leadership
- Provide guidance on organizational structure, role design, and workforce planning.
- Partner with senior leadership on change management strategies to support business transformation.
- Champion initiatives that promote associate engagement, retention, and culture.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred.
- 10+ years of progressive HR experience, with at least 3–5 years in a leadership role.
- Proven experience serving as an HR Business Partner to senior executives.
- Strong knowledge of employment laws, compensation, benefits, and performance management.
- Experience managing vendor relationships, including compensation, benefits, and HRIS providers.
- Excellent communication, influencing, and leadership skills.
- Ability to balance strategic vision with hands-on execution in a mid-sized organization.
Key Competencies Include:
- Executive Presence & Influence
- Strategic Thinking with Operational Execution
- Confidentiality & Integrity
- Relationship Management
- Business & Financial Acumen
- Change Leadership
Company Overview
When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities.
Position Summary
The Human Resources Director provides strategic leadership and operational oversight of the bank’s Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank’s business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent.
Essential Functions and Primary Duties
Executive Partnership & Strategic HR Leadership
- Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy.
- Act as a member of the leadership team, contributing to business discussions with a people-focused perspective.
HR Department Oversight
- Lead and develop the HR team, ensuring consistent delivery of HR programs and services.
- Oversee department workflows and processes to ensure efficiency and service excellence.
- Manage the budget for HR operations and programs.
Compliance & Risk Management
- Ensure compliance with all federal, state, and local employment laws and regulations.
- Maintain up-to-date HR policies, practices, and procedures.
- Serve as primary contact for audits and compliance-related matters.
Vendor & Consultant Management
- Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors.
- Evaluate vendor performance and ensure services meet the bank’s needs.
Compensation & Benefits Administration
- Design, implement, and oversee the bank’s compensation and benefits programs.
- Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness.
- Partner with consultants to assess and adjust compensation and benefits structures as needed.
- Create a pay for performance culture
Performance Management & Talent Development
- Oversee the bank’s performance appraisal program, ensuring effective goal setting, coaching, and evaluation.
- Guide executives on succession planning for senior leadership and critical roles.
- Support development initiatives to strengthen leadership capabilities across the organization.
Organizational Development & Change Leadership
- Provide guidance on organizational structure, role design, and workforce planning.
- Partner with senior leadership on change management strategies to support business transformation.
- Champion initiatives that promote associate engagement, retention, and culture.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred.
- 10+ years of progressive HR experience, with at least 3–5 years in a leadership role.
- Proven experience serving as an HR Business Partner to senior executives.
- Strong knowledge of employment laws, compensation, benefits, and performance management.
- Experience managing vendor relationships, including compensation, benefits, and HRIS providers.
- Excellent communication, influencing, and leadership skills.
- Ability to balance strategic vision with hands-on execution in a mid-sized organization.
Key Competencies Include:
- Executive Presence & Influence
- Strategic Thinking with Operational Execution
- Confidentiality & Integrity
- Relationship Management
- Business & Financial Acumen
- Change Leadership
Physical Requirements
- The physical demands listed below are a requirement 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 duties of this job the associate is frequently required to sit or stand for long periods of time, speak, and listen; use hands to touch and grasp objects; and to reach with hands and arms. The associate is occasionally required to move about the facility. Visual ability to view a computer screen for long periods of time is required.
- Evening and weekend work based on business need.
- Ability to travel based on business need.
Benefits Offered
- Group Health Insurance options, Dental Insurance, Vision Insurance
- Employee Assistant Program (EAP) and Wellness Reimbursements
- HSA and FSA accounts
- Fully paid Life Insurance and Long-term Disability
- 401k Options with Matching and Profit Sharing Retirement Plan
- Paid Time Off (PTO) program in addition to 11 paid holidays
- Discount on various bank services
- Employee Referral Bonus
- 529 College Savings Plan Payroll Deduction
A credit and background check is a final part of the hiring process.
Landmark National Bank is an EEO/AA/ADA/Veteran employer.