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Director of Human Resources
5 months ago
The Director of Human Resources is responsible for aligning strategic business objectives with employees and management. The position serves as a consultant to the organization on human resource‐related issues and acts as an employee champion and change agent, while promoting organizational excellence. The position manages HR efforts to advance the company’s objectives. The role assesses and anticipates HR‐related needs and communicates those needs proactively with organizational leadership.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
- Directs the HR department, including Payroll, to advance company HR objectives. Enacts strategic approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
- Manages and resolves complex employee relations issues. Oversees employee disciplinary meetings, terminations, and investigations.
- Partners with organization’s leadership to understand and execute the organization’s HR and talent strategy. Advises and assists leaders on interpreting and administering policies, programs, and best practices.
- Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s HR compliance and strategy needs.
- Leads HR strategy and activities relating to employee lifecycles, including recruiting, onboarding, career path planning, and exit activities for terminated staff.
- Consults with business leaders and provides HR guidance. Works closely with management and employees to improve work relationships, build morale and engagement, and increase productivity and retention (e.g., coaching, counseling, career development, disciplinary actions).
- Maintains in‐depth knowledge of legal requirements related to day‐to‐day management of employees, reducing legal risks and ensuring regulatory compliance. Engages with legal counsel as needed/required.
- Maintains an effective level of business literacy about each assigned business unit's financial position, strategy, midrange plans, culture, and competition. Provides guidance and input on business unit restructures, workforce planning, and succession planning.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
- Works with the Leadership Team to build and leverage strategic, collaborative relationships.
- Manages the budget for the HR department.
SUPERVISORY RESPONSIBILITIES
Carries out supervisory responsibilities in accordance with the organization's 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.
Provides support and guidance to HR, Payroll, company management, and other staff when complex, specialized, and/or sensitive questions and issues arise.
QUALIFICATION REQUIREMENTS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Business Acumen, Consultation, Ethical Practice, Global and Cultural Awareness, HR Expertise, Relationship Management, Performance Management, Training Management, Maintaining Employee Files, People Skills, Resolving Conflict, Employment Law, Project Management, Office Experience ‐ General, Reporting Skills, Verbal Communication, Administrative Writing Skills.
TRAVEL REQUIREMENTS
Some travel is expected for this role and passport is required.
EDUCATION and/or EXPERIENCE
- A bachelor's degree in related field required, master’s degree preferred.
- 10+ years of progressive HR experience required
- Professional HR certification, SHRM-SCP or SPHR, preferred
- Working knowledge of multiple human resource disciplines, including compensation and benefit practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.
