Summary/Objective

The Director of Human Resources is a strategic and hands-on leader responsible for driving the people agenda in alignment with the organization’s goals and values in a lean organization. This role oversees all aspects of HR for a mid-size company, including talent acquisition, employee relations, organizational development, performance management, compensation, compliance, and HR operations.

The Director will act as a key business partner to the President and leadership team, while ensuring alignment with global HR strategies and policies in coordination with the Corporate Global VP of HR.

Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Serve as a strategic advisor to the President and executive leadership on people-related matters, workforce planning, and organizational effectiveness.
Partner with the Corporate Global VP of HR to ensure local HR practices align with global HR strategies, policies, and programs.
Lead, mentor, and develop the HR team to support a high-performance, inclusive, and compliant culture.
Oversee talent acquisition processes to attract, retain, and develop top talent across all levels of the organization.
Develop and execute HR programs that support business objectives, including performance management, leadership development, and succession planning.
Ensure compliance with local, state, and federal employment laws and regulations.
Manage compensation and benefits programs aligned with Global Corporate practices, ensuring competitive and equitable practices in line with company goals and budgets.
Champion employee engagement and retention strategies through proactive communication, feedback mechanisms, and career development programs.
Handle complex employee relations issues with discretion and consistency.
Analyze HR metrics and provide insights to drive strategic decision-making.
Foster a culture of continuous improvement, collaboration, and accountability.
Overseeing the end-to-end employee lifecycle, including employee relations.
Instrumental in overview of job descriptions and ensuring compliance.
Establishes relationships with and negotiate contracts with staffing agencies and working with Group HR on protocols and process.
Manages the process for background checks, pre-employment drug screens, and employee eligibility verifications.
Responsible for onboarding and employee recognition programs.
Performs routine tasks required to administer and execute human resource programs including benefits, leave, productivity, recognition, and workers compensation.
Handles employment-related inquiries from applicants, employees, and leadership, referring complex and/or sensitive matters to the appropriate staff.
Collaborates with Payroll Manager to ensure accurate and timely transfer of employee data for payroll processing.
Coordinates offboarding and exit interview surveys.
Partners with leadership and working with Corporate HR group, to design, implement and lead key HR and employee engagement initiatives.
Other responsibilities as assigned.

Competencies/Success Factors

Organizational Skills
Detail Orientation / Quality Focus
Analytical Skills
Interpersonal Communication
Negotiation Skills
Handling Conflict or Difficult People
Problem-Solving

Supervisory Responsibility

This position supervises other HR roles

Work Environment

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

Frequent standing, sitting, walking, bending, stooping, twisting and occasional crawling.
Occasional lifting up to 50 lbs., occasional heavier lifting.
Occasional pushing, pulling and handling of materials.

Travel

Very limited travel< than 5%

Required Education And Experience

Bachelor’s degree in Human Resources, Business Administration, or a related field required.
A minimum of 5-7 years ’experience as a Senior HRBP, 3 years as HR Director or similar role

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

MGC is committed to providing equal employment opportunity without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, veteran status, or membership in any other class protected by federal, state or local law.

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