Human Resources Director

POSITION SUMMARY

The Human Resource Director oversees the overall strategic direction, planning, coordination, administration and evaluation of the human resources function at Worldwide Equipment, which has over 900 staff in various locations in the East and Southern U.S. The Director is responsible for developing and ensuring effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, compensation and benefits, and payroll. This position requires a true strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes.

ESSENTIAL DUTIES and RESPONSIBILITIES

An excellent Human Resources Director must have a solid HR background and consistently keep up-to-date with advancements in the field. 

Responsibilities include:

• Partner with the executive and leadership teams to formulate, develop, implement and evaluate a HR and Talent Management Strategy to achieve the organization’s vision, mission and goals, and to create value to all stakeholders.
• Regularly engage in direct communication with the C-Level Executives on key human resources matters. 
• Oversee recruitment efforts to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates.  
• Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the business. 
• Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.  
• Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a coherent organizational culture. 
• Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps.  
• Mitigate legal risk to the organization through proactive safety policies, training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations. 
• Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Ensure that employee files and records are properly and securely maintained. 
• Help design and implement a competitive compensation system and benefit package to attract and retain staff. 
• Partner with leadership to review compensation and benefits market data, monitor pay practices and proactively address issues, manage benefit broker resources and benefits enrollment process, manage leave administration and the payroll function. 
• Design and implement a strategy to optimize and integrate HR technology, enabling managers and employees to easily perform people-related transactions (e.g., benefits enrollment, talent management and recruitment).
• Facilitate delivery of effective HR services, securely store employee data, and support people-related decisions.  
• Perform other duties as assigned.

QUALIFICATIONS / EDUCATION/ REQUIREMENTS

• Bachelor’s degree or the equivalent years of experience in Human Resources or related field 
• A minimum of 7 years of HR generalist experience partnering directly with senior leadership to develop, align and implement HR and organizational development strategies 
• Experience supervising and developing staff 
• Experience implementing strategies and systems for talent management, compensation and benefits, and HR technology 
• Strong business acumen and leadership abilities 
• Working knowledge of employment laws and other compliance issues 
• Ability to listen and probe to understand underlying needs and/or root cause of an issue 
• Ability to provide thoughtful, progressive and strategic guidance 
• Expertise in analysis, critical decision making, project management, and process improvement 
• Strong interpersonal, verbal and written communications skills, including proficiency in developing and delivering presentations 
• Demonstrated ability to anticipate and solve practical problems 
• Ability to identify, influence, and collaborate with key stakeholders to achieved desired organizational outcomes 
• Proficiency in Microsoft Office Suite and HR system applications (ADP WorkForce Now preferred but not required)

WORK ENVIRONMENT AND TIME/PHYSICAL DEMANDS

This position requires time flexibility due to emergencies and deadlines. Travel of up to 25% will be necessary. This may also mean long hours at critical times and at different times of the year. This position due to its inherent nature demands a high level of discretion due to use information of a financial and personal nature.