Brief Description
The
Human Resources Director serves as a senior, hands-on HR leader responsible for delivering both strategic and operational HR support to large, complex client groups. This role partners closely with executive and senior business leaders to align people practices with business objectives while maintaining direct ownership of employee relations, risk management, and core HR functions. As a working director, the role balances high-level influence with day-to-day execution, operating with a high degree of autonomy and judgment.
The HR Director provides expert guidance on complex employee relations matters, regulatory compliance, performance management, and leadership coaching, ensuring consistent, fair, and legally sound outcomes. This role is accountable for identifying and mitigating HR-related risks, escalating systemic or high-impact issues as appropriate, and serving as a trusted advisor on sensitive and business-critical people matters.
In partnership with the Vice President of Human Resources, the HR Director contributes to enterprise-wide people strategy, offering insight on emerging trends, leadership challenges, and workforce risks. The role requires strong business acumen, executive presence, and the ability to influence decisions while maintaining a practical, hands-on approach to HR delivery in a fast-paced, growth-oriented environment.
Essential Duties And Responsibilities
- Provide strategic HR leadership for large, complex client groups, ensuring people practices effectively scale with organizational growth and operational demands
- Serve as a senior advisor to business leaders on workforce, talent, and organizational strategy, balancing immediate execution with long-term impact
- Align and translate enterprise HR initiatives into actionable plans that support business strategy, performance goals, and cultural priorities
- Act as a trusted thought partner to the VP of HR on enterprise-wide people strategy, emerging risks, and organizational capability needs
- Own HR risk management for assigned business areas, proactively identifying, mitigating, and escalating systemic or high-impact employee relations, compliance, or cultural risks
- Lead the resolution of the most complex and sensitive employee relations matters, including high-risk investigations, disciplinary actions, and terminations
- Ensure consistent, fair, and legally compliant application of HR policies while exercising sound judgment in nuanced, business-critical situations
- Partner with Legal and executive leadership as needed on matters involving litigation risk, regulatory exposure, or reputational impact
- Use data, trends, and business insight to anticipate workforce challenges and recommend proactive solutions
- Provide executive-level coaching and guidance to leaders on performance management, employee engagement, and people leadership effectiveness
- Build leadership capability by reinforcing best practices in accountability, decision-making, and employee experience
- Identify and address leadership behaviors that may pose risk to culture, engagement, or retention
- Maintain direct ownership of core HRBP responsibilities, ensuring high-quality, timely execution while operating at a strategic level
- Serve as a role model for elevated HR practice, demonstrating business acumen, discretion, and strong executive presence
Requirements
- Bachelor’s Degree in Human Resources, Business Administration, or a related discipline; aster’s Degree preferred
- 8–12 years of progressive HR experience, with significant responsibility for employee relations in complex, multi-level organizations
- Ability to travel up to 30%, as needed, to support business operations, leadership engagement, and on-site initiatives
- Demonstrated success managing high-risk, sensitive employee relations matters and advising senior leaders on legally sound, business-focused resolutions
- Strong experience leading and executing HR initiatives that align with business priorities, including policy development, process improvement, and change implementation
- Advanced project management capabilities, with the ability to manage multiple priorities independently in a fast-paced environment
- High level of proficiency in HR information systems and Microsoft Office Suite; ability to analyze HR data and trends to inform decision-making
- Deep and current knowledge of employment law, HR best practices, and regulatory requirements, with proven ability to assess and mitigate organizational risk
- Exceptional communication, presentation, and influencing skills, with the ability to engage effectively with executives, senior leaders, and employees at all levels
- Demonstrated sound judgment, discretion, and decision-making ability in complex and ambiguous situations
- Strong leadership presence with a consultative, business-partner mindset and a commitment to high professional standards
- Ability to lead initiatives, interpret and analyze data, and provide guidance on compensation, wage structures, and employment practices
- Proven ability to work both independently and collaboratively, balancing strategic perspective with hands-on execution
Preferred Certifications
- Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP
Summary
Applicants must possess a
valid driver's license and maintain a clean driving record, as this position requires occasional travel for company business. Candidates should be comfortable operating a vehicle as part of their job responsibilities and must meet any applicable company and insurance requirements.
CAMS offers a variety of excellent benefits. Full-time employees are offered the following: medical, dental, vision, LTD, STD, and Life insurance plans. You can even select additional “al la carte” benefits to meet all your needs. You can also enroll in our 401k, flex spending accounts for medical and childcare needs, and participate in our employee referral and tuition reimbursement programs.
Qualified Applicants must be legally authorized for employment in the United States. Qualified Applicants will not require employer sponsored work authorization now or in the future for employment in the United States.
