Director, Human Resources

Director, Human Resources

The HR Director provides strategic and hands-on HR leadership with a strong focus on leader partnership, employee support, HR service delivery, and operational excellence. This role serves as a trusted advisor to leaders and employees, helping resolve workplace matters, strengthen communication, support organizational effectiveness, and ensure HR programs are delivered with a high level of customer service.

This position partners closely with the VP of HR, senior leaders, people managers, and the broader HR team to support employee engagement, performance, policy interpretation, employee relations, compliance, and day-to-day HR needs. The ideal candidate is a strong HR generalist leader who can balance strategic guidance with practical support, while creating a responsive and employee-centered HR experience.

The Qualifications We’re Looking For

• Bachelor’s degree in Human Resources, Business Administration, or related field; master’s degree preferred
  SHRM-CP or SHRM-SCP certification strongly preferred
• 8+ years of progressive HR experience, including 3+ years in a leadership role
• Strong background as an HR generalist or HR business partner supporting leaders and employees
• Experience providing guidance on employee relations, performance management, policy interpretation, compliance, and organizational effectiveness
• Strong knowledge of employment law, HR best practices, and employee lifecycle processes
• Experience leading or supporting HR operations, HR programs, and cross-functional HR initiatives
• Excellent communication, leadership, coaching, problem-solving, and customer service skills
• Proven ability to build trust with leaders and employees while fostering collaboration, accountability, and consistency

The Competencies You Bring

Business Acumen • Customer Focus • Leadership • Employee Relations • Organizational Awareness • Dealing with Ambiguity • Communication • Problem Solving • Strategic Thinking

The Value You Deliver

Leadership & HR Partnership

• Serve as a trusted HR partner to leaders, managers, and employees across the organization
• Provide practical guidance and coaching to leaders on employee matters, performance concerns, team dynamics, and workplace issues
• Help leaders navigate change, communicate effectively, and build stronger team engagement
• Support consistent application of HR policies, practices, and procedures across the organization
• Lead, mentor, and support HR team members while promoting a service-oriented HR culture

Employee Support & Customer Service

• Ensure employees and leaders receive timely, thoughtful, and solutions-focused HR support
• Act as an escalation point for employee questions, concerns, and workplace matters
• Promote a positive employee experience by helping resolve issues with professionalism, empathy, and consistency
• Partner with HR team members to improve response times, communication, and overall HR service delivery
• Identify opportunities to simplify processes and make HR easier to access and understand
• Build trust by being visible, responsive, and approachable to both leaders and employees

Employee Relations & Performance Support

• Provide guidance on employee relations matters, including conflict resolution, performance concerns, attendance, behavior, and policy-related issues
• Conduct or support workplace investigations as needed, ensuring fair, consistent, and well-documented outcomes
• Coach leaders on performance management, corrective action, documentation, and employee conversations
• Partner with leadership to identify trends and recommend proactive solutions to reduce recurring employee issues
• Support a culture of accountability, respect, and open communication

HR Operations & Compliance

• Oversee day-to-day HR operations to ensure HR processes are effective, compliant, and aligned with business needs
• Advise leaders and employees on the interpretation and application of HR policies, procedures, and employment-related requirements
• Support updates and communication of the employee handbook, policies, and HR practices
• Partner with HR functional experts on benefits, leaves, compensation, HRIS, payroll, and compliance matters as needed
• Ensure employee data, personnel actions, and HR documentation are accurate, timely, and compliant
• Support regulatory and compliance processes, including required reporting, audits, and documentation

Organizational Effectiveness & Engagement

• Partner with leaders to identify organizational needs and recommend practical people solutions
• Support employee engagement efforts, feedback processes, and action planning
• Help strengthen manager capability through coaching, guidance, and HR best-practice support
• Support workforce planning, role clarity, team structure discussions, and organizational changes
• Use employee feedback, HR trends, and data to identify opportunities for improvement

Essential Job Functions

Essential functions are the fundamental, crucial job duties that an employee must be able to perform, with or without reasonable accommodation.

• Ability to sit or stand at a desk for extended periods of time while working on a computer
• Available for virtual meetings in a non-distracted environment
• Ability to work independently and meet deadlines
• Ability to support leaders and employees in a remote work environment
• Ability to manage sensitive and confidential information with discretion
• Ability to work a flexible schedule that includes regular business hours
• Ability to travel up to 5% as needed