SUMMARY
The HR Director is responsible for leading and overseeing the organization’s human resources strategy, policies, and programs to support long-term business objectives and cultivate a high-performance workplace culture. This role provides strategic direction and leadership across all HR functions, including talent management, employee relations, organizational development, compliance, and workforce planning. The HR Director partners with executive leadership to drive initiatives that strengthen employee engagement, optimize organizational effectiveness, and ensure a legally compliant and inclusive work environment.
ESSENTIAL FUNCTIONS
• HR Strategy and Leadership: Develop and implement comprehensive human resources strategies aligned with the organization’s mission, vision, and business goals. Provide leadership and guidance to the HR team and serve as a strategic advisor to executive leadership on workforce planning, organizational design, and talent management initiatives.
• Talent Acquisition and Workforce Planning: Oversee the organization’s talent acquisition strategy to attract, develop, and retain high-performing employees. Partner with department leaders to forecast workforce needs, define role requirements, and ensure recruitment processes align with long-term organizational growth.
• Employee Relations and Organizational Culture: Lead employee relations strategy and provide oversight on complex workplace matters, investigations, and conflict resolution. Champion initiatives that promote an inclusive, respectful, and collaborative workplace culture while enhancing employee engagement and retention.
• Performance Management and Leadership Development: Direct the organization’s performance management framework and leadership development initiatives. Support executives and managers in establishing clear performance expectations, succession planning, and professional development programs that build strong leadership pipelines.
• Compliance and Risk Management: Ensure organizational compliance with federal, state, and local employment laws and regulations. Oversee HR policies, conduct compliance audits, manage risk mitigation strategies, and maintain accurate documentation and reporting.
• HR Systems and Technology Management: Provide oversight for HRIS platforms, including UKG and other HR technology systems, to support efficient workforce management, reporting, and data-driven decision-making. Evaluate and implement HR technology solutions that enhance operational efficiency, analytics, and employee self-service capabilities.
• Quality Assurance and Organizational Effectiveness: Monitor HR metrics and workforce analytics to identify trends, risks, and opportunities for improvement. Drive continuous improvement initiatives that enhance HR processes, employee experience, and organizational performance.
POSITION REQUIREMENTS
• Experience: Minimum of 8–10 years of progressive experience in human resources leadership, including management of multiple HR functions within a mid-to-large size organization. Demonstrated success in leading HR strategy and managing complex employee relations and organizational change initiatives.
• Technical Expertise: Proficiency in HRIS platforms (e.g., UKG, ADP, Workday, BambooHR). Strong knowledge of employment law, compensation strategy, organizational development, workforce planning, and talent management. Ability to analyze HR data and translate insights into strategic recommendations.
• Communication Skills: Exceptional verbal and written communication skills with the ability to influence and collaborate with senior leadership, managers, and employees across all levels of the organization. Strong interpersonal, negotiation, and conflict resolution skills.
• Project Management: Proven ability to lead large-scale HR initiatives and manage multiple priorities simultaneously. Ability to set strategic priorities, meet deadlines, and adapt to evolving business needs while maintaining strong attention to detail.
EDUCATION AND EXPERIENCE
• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field required. Master’s degree in Human Resources, Organizational Development, or Business Administration preferred. Professional certifications such as SPHR, SHRM-SCP, or equivalent are highly desirable.
• Experience: A minimum of 8–10 years of progressive experience in human resources, including leadership responsibility for strategic HR planning, policy development, and oversight of HR operations.
