You can feel it when a company is growing: new leaders stepping up, managers asking better questions, and employees wanting clarity, consistency, and a culture that actually matches the values on the wall. If you’re the kind of HR leader who loves building that foundation—protecting the business, coaching leaders, improving systems, and still keeping the human in Human Resources—this role was made for you.
Role: Director of Human Resources (hands-on leader + strategic partner)
Focus: People strategy, compliance, total rewards, employee relations, HR systems, and safety/risk partnership
Style: Calm in complexity, high trust, coach-first, standards-driven, and relentlessly practical
This is a senior, high-impact role for someone who can zoom out to shape HR strategy—and zoom in to make sure the basics are done right: hiring and onboarding, policies, documentation, benefits, training, investigations, and the day-to-day leader support that keeps an organization steady.
What you’ll do
- Lead the HR function with a balance of strategy and execution—building systems that scale and support leaders at every level.
- Own HR compliance across the employee lifecycle (hiring, onboarding, documentation, investigations, leaves, separations), ensuring policies are current and consistently applied.
- Partner with leaders on workforce planning, org design, performance management, and employee relations—coaching with clarity and accountability.
- Strengthen recruiting and onboarding processes in partnership with operations/recruiting leaders; improve candidate and new-hire experience.
- Oversee total rewards: compensation philosophy, benefits strategy, 401(k) partnership, and employee communications that people actually understand.
- Manage HRIS/HRMS and related tools (e.g., BambooHR or similar) to keep data clean, processes efficient, and reporting meaningful.
- Partner on employee health and safety and risk practices, including client/site safety audits where applicable, training coordination, and process improvement.
- Support workers’ compensation and unemployment claims processes with strong documentation and cost-control mindset.
- Drive training and development initiatives—manager essentials, compliance, and skill-building that improves retention and performance.
- Stay curious and modern: evaluate technology and AI-enabled tools that improve HR service delivery while protecting confidentiality.
What success looks like
- Leaders come to you early—not only when something is “on fire”—because you’re trusted, fair, and clear.
- Policies and practices are consistent, compliant, and easy to follow; documentation is clean and audit ready.
- Hiring and onboarding feel organized, human, and on-brand—resulting in better starts and stronger retention.
- Benefits and total rewards are competitive and well-managed; employees understand what they have and how to use it.
- HR systems and workflows reduce friction (fewer handoffs, fewer surprises, faster answers).
- Safety and risk practices are proactive; claims are managed well, and preventable issues trend down over time.
What you bring
- 7–10+ years of progressive HR experience, including leadership responsibility; staffing/fast-paced, multi-site, or high-compliance environments are a plus.
- Strong working knowledge of employment law and HR compliance (e.g., EEOC, FMLA/ADA, wage & hour, I-9/E-Verify/immigration as applicable, FCRA, OSHA).
- Proven ability to lead employee relations work with sound judgment, discretion, and documentation.
- Experience designing or improving HR programs (performance management, compensation, benefits, training, onboarding, policies).
- Comfort partnering with executives and front-line leaders—able to coach, influence, and hold a high standard without being heavy-handed.
- Data and systems mindset: able to use HRIS/HRMS reporting to spot trends and improve decisions.
- Exceptional confidentiality and professionalism—trusted with sensitive employee and business information.
- Bachelor’s degree in HR, Business, or related field (or equivalent experience). SHRM/HRCI certification preferred.
Tools/Tech
- HRIS/HRMS experience (BambooHR or similar); ability to own data integrity and reporting.
- Comfort with Microsoft 365 (Outlook, Excel, Word, PowerPoint) and video meetings (Teams/Zoom).
- Familiarity with ATS tools and recruiting workflows (helpful, especially in high-volume or multi-role environments).
- Practical, responsible use of AI tools (e.g., Copilot/ChatGPT) to improve communication and efficiency—without compromising confidentiality.
Why this team
We’re building an HR function that leaders rely on and employees trust—one that moves quickly, communicates clearly, and does what we say we’ll do. You’ll have the runway to strengthen the foundation, modernize systems, and elevate the employee experience—without losing the practicality and accountability a business needs to grow.
Equal Opportunity & ADA
We are an equal opportunity employer. Qualified applicants will be considered without regard to race, color, religion, sex, national origin, age, disability, protected veteran status, or any other legally protected status. With reasonable accommodation if required, an individual should be able to perform the essential functions of this role.
