Human Resources Director

Essential Duties and Responsibilities

Strategic Leadership & Organizational Alignment

• Develops and drives the companys HR vision strategy and annual operating plans in alignment with organizational goals culture and growth priorities.
• Serves as the primary advisor to the Executive Team on workforce planning organizational design leadership development change management and employee engagement.
• Anticipates organizational needs and proactively recommends strategies to strengthen culture employee retention talent pipelines operational efficiency and legal compliance.
• Leads cross-functional initiatives that enhance organizational performance strengthen communication and support a cohesive company-wide employee experience.

HR Operations & Optimization

• Provides management oversight support and/or execution for all core HR operations including talent acquisition employee relations benefits compensation HRIS payroll and compliance.
• Continuously evaluates and enhances HR systems processes workflows and technology solutions to improve scalability effectiveness and service delivery including through the use of AI tools.
• Oversees development and maintenance of organizational policies and the employee handbook; ensures policies are consistent legally compliant and aligned with company values.
• Ensures accurate and timely payroll and benefits administration through direct oversight of HR operations teams.

People Leadership & Team Development

• Leads mentors and develops the HR team creating a high-performance culture grounded in accountability collaboration professional growth and service excellence.
• Aligns HR team goals and service standards with organizational priorities to ensure high-quality responsive support to all employees.
• Creates and champions HR team development plans upskilling initiatives and succession plans to strengthen HR capabilities and future readiness.

Talent Acquisition Workforce Planning & Development

• Partners with Talent Acquisition to build and sustain strong recruitment talent assessment and pipeline strategies that enable proactive hiring and organizational growth.
• Oversees the creation and maintenance of equitable competency-based hiring practices ensuring an exceptional candidate journey and consistent hiring standards across departments.
• Leads strategic workforce planning and analysis efforts; assesses future talent needs and implements long-term strategies for leadership development career progression and succession planning.
• Collaborates with key leaders to enhance performance management processes coaching practices and leadership development programs.

Employee Relations & Culture Stewardship

• Leads the most complex employee relations cases from investigation through resolution ensuring balanced outcomes aligned with employment law organizational policies and cultural expectations.
• Serves as a cultural ambassador strengthening employee engagement communication inclusion and morale across all locations.
• Provides coaching to leaders on effective people management conflict resolution employee motivation and performance improvement.

Risk Management Compliance & Legal Coordination

• Ensures full organizational compliance with federal state and local labor laws; mitigates risk through policies training and proactive oversight.
• Consults with outside legal counsel as needed on sensitive or complex HR matters.
• Oversees workers compensation unemployment leaves of absence workplace safety matters and related regulatory requirements.
• Ensures accurate recordkeeping and compliance documentation across all HR functions.

Compensation Benefits & Vendor Management

• Oversees compensation strategy ensuring market competitiveness internal equity and alignment with organizational philosophies.
• Recommends and implements improvements to compensation structures pay practices and merit/equity review processes.
• Manages external benefits and HR service vendors ensuring cost-effective high-quality support and excellent employee service.
• Provides executive oversight for annual benefits renewal processes compensation cycles and HR program evaluations.

Competencies

• Strategic Thinking & Business Acumen Understands organizational dynamics and develops strategies that enable long-term success.
• Critical Thinking & Problem-Solving Evaluates complex issues identifies root causes and develops innovative compliant solutions.
• Change Leadership Guides teams through organizational change with clarity communication and empathy.
• Analytical Skill Interprets data to drive decision-making identify trends and recommend actionable solutions.
• Executive Communication Communicates clearly and effectively with stakeholders at all levels including the Executive Leadership Team and Board.
• Interpersonal Savvy Builds trust credibility and strong working relationships across all levels of the organization.
• Organizational Support Aligns HR programs with strategic goals; implements structure and processes to support organizational growth.
• Adaptability Navigates a dynamic and fast-paced environment with resilience and flexibility.
• Service Orientation Provides high-quality support to employees and leaders; models a servant leadership approach.
• Team Leadership & Development Coaches and develops HR staff to reach their full potential.

Supervisory Responsibilities

Manages employees on the Human Resources team and carries out supervisory responsibilities in accordance with the organizations policies and applicable laws. Responsibilities include interviewing hiring and training employees; planning assigning and directing work; evaluating performance; rewarding and disciplining employees; and addressing complaints and resolving problems.

Provides leadership to the Human Resources department including direct supervision of HR managers and staff. Responsibilities include:

• Interviewing hiring and onboarding HR team members
• Coaching developing and evaluating performance
• Delegating and directing work
• Rewarding and disciplining employees
• Building bench strength and succession plans within the HR team
• Supporting conflict resolution and problem-solving within the department

Qualification

• Education/Certification: Bachelors degree in Human Resources Business Administration or a related field; advanced certification (PHR SPHR SHRM-CP SHRM-SCP) strongly preferred.
• Experience:
  • Minimum 710 years of progressive HR experience

• At least 35 years in a Director-level or senior HR leadership role
• Experience leading an HR function for a multi-site organization preferred

• Knowledge: Expert-level understanding of HR principles employment law and regulatory compliance.
• Skills: Demonstrated ability to lead both strategic planning and hands-on execution.
• Additional Requirements:
  • Advanced proficiencies with Microsoft Office programs such as Word and Excel.
  • Comprehensive HRIS platforms experience preferably UKG.
  • Web/AI-based Human Resources tool utilization in areas such as payroll and benefits administration performance management and employee feedback learning and development and employee engagement.
  • Ability to maintain a consistent work schedule
  • Valid drivers license

The Human Resources Manager supports the companys functions by performing and/or overseeing the following duties.

• Oversees employment policies for the company; considers opportunities for adding updating and improving; and ensures all policies procedures and practices are consistently applied.
• Maintains knowledge of industry trends and employment law ensuring compliance with federal and state laws pertaining to all employee relations matters in all states represented.
• Executes the annual employee review process.

Consults with legal counsel as appropriate on employee relations matters; respond to unemployment claims by preparing responses; and represent the organization at appeal hearings.

• Works with employees and management to document and apply company policies and appropriately resolve employee relations issues.
• Works directly with company leadership to implement programs to improve company performance.
• Ensures human resource systems sufficiently support company growth and processes.
• Supervises the human resource department staff working with each team member to ensure their growth expectations and pursuits are recognized.

Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies procedures and reporting are compliant across all states in which the company operates.

Administers company benefit programs such as life health dental disability insurance 401k; PTO sick leave leave of absence and employee assistance.

Administers company wellness initiatives through regular communication programs challenges and awarding preferred behavior outcomes.

Maintains relationships with brokers vendors and partners to ensure the best outcome for the company in negotiating benefits.

Updates and or responds to questions regarding benefit eligibility through life events open enrollment and COBRA.

Oversees development and implementation of the companys training activities for corporate and property team members; including but not limited to technology leadership safety and harassment.

Responds to inquiries regarding policies procedures and programs.

Administers all aspects of workers compensation; receives and manages claims; maintains communication with employees on leave; maintains notes and documents of treatment; progression; restrictions for limited duty return to work availability; release to full duty; reporting and communicating with the carrier; coordinating with other leaves; managing health insurance during leave; and ensuring compliance with policies and government requirements regarding leaves; assisting with the renewal process.

Processes monthly billing for workers compensation; group health medical dental life and ancillary benefits; runs reports and balances to payroll and ensures payments are issued in a timely manner.

Administers other leaves of absence by communicating benefits; sending and receiving documentation; designating leave; coordinating with other leaves; manages health insurance during leave; maintains communication with employees on leave; and ensuring compliance with policies and government requirements regarding leaves.

Investigates employee concerns such as harassment and discrimination and recommends a course of action for swift resolution.

• Oversees the recruitment process for all positions and assists indeveloping strategies to recruit talented workers and retain talented workers.
• Provides HR technology solutions for payroll performance management benefits administration and applicant tracking.

Use HRIS to process bi-weekly payroll.

Develop and maintain job descriptions for all company positions.

Regularly participates in continuing education opportunities.

Performs all other duties as assigned.

To perform the job successfully an individual should demonstrate the following competencies:

Analytical - Collects and researches data. Problem-Solving - Identifies and resolves problems in a timely manner; gathers and analyzes information skillfully. Written Communication - Writes clearly and informatively; edits work for spelling and grammar; varies writing style to meet needs; presents numerical data effectively; able to read and interpret written information. Organizational Support - Follows policies and procedures; completes administrative tasks correctly and on time; supports organizations goals and values. Adaptability - Adapts to changes in the work environment; manages competing demands; changes approach or method to best fit the situation; able to deal with frequent change delays or unexpected events. Attendance/Punctuality - Is consistently at work and on time; ensures work responsibilities are covered when absent; arrives at meetings and appointments on time.

Manages employees on the human resources team. Carries out supervisory responsibilities in accordance with the organizations policies and applicable laws. Responsibilities include interviewing hiring and training employees; planning assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.