Position Summary

The Director of Human Resources is a senior level role reporting to the President. This role is responsible for directing and managing human resource related activity throughout the organization.

As a key member of the leadership team, the Director of Human Resources leads initiatives to create an employee-centric, customer-focused, high-performance culture that emphasizes employee engagement through well-defined and established HR principles and policies focused on a quality first mindset and clearly defined, role-based standards and expectations centered around productivity, goal attainment, and organizational growth beginning at onboarding and continuing throughout an employee’s career at Hampel.

The Director of Human Resources possesses a strategic mindset, understanding the company’s business goals, which informs their significant skill set in areas such as talent management, strategic planning, and change management. The Director of Human Resources also has demonstrated experience in attracting, retaining, and developing talented employees and leaders within their spheres of influence.

Core Responsibilities

• HR Strategy and Leadership
• Strategic Planning
• Employee Engagement and Communication
• Workforce Planning and Talent Acquisition
• HR Analytics and Reporting
• Performance Management
• Employee Relations and Development
• Compensation and Benefits
• Compliance and Legal Matters

Essential Duties and Responsibilities

Through individual activity and leadership of the Human Resources team:

• Directs human resources people strategies by determining accountabilities for policies, and procedures; implementing recruitment, selection, orientation, onboarding, training, retention, leadership, coaching, counseling, disciplinary, succession, communication, and community programs; planning, monitoring, appraising, and reviewing job contributions including reviewing compensation strategies and related applications.
• Directs human resources organizational strategies by contributing information, analysis, and recommendations to strategic thinking and direction; establishing human resources objectives for the business in line with organization goals.
• Directs human resources operational strategies by analyzing trends; preparing critical measurements; implementing employment, employee relations, labor/collective relations, safety, security, and health strategies; leading system improvements.
• Directs human resources financial strategies by anticipating requirements, risks, trends, and variances; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Directs human resources compliance strategies by ensuring timely and accurate processing and administration of bi-weekly payroll; annual benefits review and efficient administrative of all offerings; optimizing HRIS platforms, processes and software.
• Completes human resources special projects by identifying and researching human resources issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Guides management in the development and engagement of employees; develops engagement programs and surveys; fosters creation of learning plans and career pathing for individual team members.
• Supports management by providing human resources advice, counsel, coaching and decision making; analyzing information, risk, and applications; fostering alignment among stakeholders in people-related matters.
• Guides management and employee actions by researching, developing, writing, and recommending human resources policies, procedures, methods, and guidelines; communicating and fostering organization values.
• Complies with country and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Protects organization value by fostering confidentiality regarding business and employee data; cautioning others regarding potential breaches.
• Improves human resources management job knowledge by seeking and attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies.
• Contributes to human resources and organization success by welcoming related, different, and new requests; helping others accomplish job results.
• Performs other duties as identified or assigned.

Experience and Skills:

Requirements

• 7 years of progressive HR and leadership experience
• Strategic Thinker
• Strong communication, planning and organizational skills
• Ethical conduct
• Empathy, Emotional Intelligence, People Management & Development
• Strong critical thinking and problem-solving skills
• Leadership and influencing skills
• Business acumen and budget management

PHR/SPHR SHRM-CP/SHRM-SCP preferred
Job Benefits:

Benefit Overview

Incentive: As a member of the Hampel team, you will participate in our profit-sharing plan that pays out 15% of pretax profits quarterly to all eligible employees on a pro-rata basis of individual base wages to total base wages.

Paid Time Off: Paid Time Off earned on a pro-rated basis each pay period (pro-rated for 2023) effective with your start date and eligible to use immediately.

Holiday’s: 8 plus 1 floating

Other Benefits:

All benefit plans listed below are effective the first of the month following 30 days of employment, unless otherwise noted.

Medical Insurance: Currently provided through UMR. Different plan options available based on your coverage needs. Employee premium payment level and level of deductible depends on option selected.

Dental Insurance: Optional dental insurance available as well through Delta Dental at a nominal cost.

Vision Insurance: Voluntary vision coverage is available through Delta Dental.

Life Insurance: Group Term Life equivalent to 1X your annual salary, up to a maximum of $50,000 is provided to each employee. Additional voluntary supplemental life insurance is also available.

Short-Term Disability: Provided by Hampel, subject to applicable elimination period, for up to 26 weeks at a maximum of $500 per week. Additional voluntary supplemental short-term disability insurance is also available.

Long-Term Disability: Provided by Hampel after a 180-day elimination period at 60% of base wages up to a maximum of $6,000 per month.

Flexible Spending Account: Available as an option for you to set aside pre-tax income to cover eligible expenses.

Supplemental Insurance – Unum: Accident, Critical Illness, Hospitalization.

401(k): Available through Hampel for participation after enrollment period. Current 401(k) match is 50% up to 5% of salary contributions. Team members are eligible to begin participating the first of the quarter following 90 days of employment.

From: Hampel