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Director - Human Resources

1 month ago

Green Bay, United States LaForce Full time
Description

LaForce is one of the largest distributors for commercial door opening products and services. We have 70 years of experience in the door, frame and hardware industry which allows us to provide solutions to our commercial general contractors as well as our end user customers. We are seeking an experienced Human Resources Director.

Reporting to the CEO, the HR Director serves as a key member of the Executive Leadership Team. The Director is responsible for providing overall strategic direction for managing the day-to-day operations along with long-term planning. All work is performed in alignment with the company's overall mission and values.

Primary Responsibilities

  • Serves as a strategic partner to the executive leadership team and management team. Aligns HR goals and objectives with operational goals.
  • Responsible for the operational effectiveness of the HR department. This includes continuous improvement and staff development.
  • Overall responsibility for ensuring all HR programs, policies, procedures and benefits are in compliance with all applicable state and federal law. Responsible for all legal and government reporting.
  • Leads the talent acquisition (TA) efforts for the company. This includes TA outreach, referral programs, interviewing and selection training, guidance and compliance, onboarding and career development. Manages Federal Contractor compliance and administers the Affirmative Action Plan.
  • Directs all benefits administration and wellness activities for the company. Takes an innovative and competitive approach to health and wellness benefits for the company. Partners with brokers and vendors to evaluate effectiveness of benefit offerings. Responsible for cost management of programs and impact of benefit costs to the organization.
  • Provides direction to all leave management programs, ensuring compliance with multi-state leave laws and federal law.
  • Directs the performance management process for the organization. This includes but is not limited to, annual and interim performance review process and training, disciplinary action, performance improvement plans, terminations, and any legal complaints/investigations.

Qualifications

  • Bachelor's Degree in Human Resource Management plus 10 years of experience, or equivalent combination of education and experience. Minimum of 3 years' experience directly supervising HR team members.
  • SPHR or SHRM-SCP certification preferred.
  • Excellent verbal and written communication skills.
  • Excellent computer skills; experience with UKG a plus.
  • Excellent interpersonal and conflict resolution skills.
  • Excellent organizational skills and attention to detail.
  • Strong analytical and problem-solving skills.
  • Strong supervisory and leadership skills.
  • Thorough knowledge of employment-related laws and regulations.
  • Ability for periodic overnight travel (approx. 15%)
  • Valid driver's license

LaForce has a strong culture and excellent benefits package including:

  • Medical, Dental, Vision and life insurance; employer sponsored HSA
  • Short and long-term disability
  • Accident Insurance, Critical Illness and Hospital Indemnity coverage options
  • Matching 401(k)
  • Paid Time Off
  • Onsite nurse and health clinic
  • Wellness Program
  • Volunteer Program


Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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