Director of People and Culture

Reports To: Chief Executive Officer (CEO) 

Direct Reports: Part-Time HR Generalist 

Key Partnerships: VP of Finance, Executive Leadership Team, Safety Committee 

Overview: 

This is a high-impact role for an experienced HR professional who thrives in a visible, accessible 

leadership position and is passionate about employee engagement, retention, and organizational 

development. The Director of People & Culture will balance strategic planning with day-to-day 

workforce support, ensuring HR practices are compliant, effective, and people centered. 

Reporting directly to the CEO, this role partners closely with executive leadership. To be successful in 

this role, you will cultivate employee communication, foster positive change, and be a leading 

ambassador of the Durango Coca-Cola culture. 

Teamwork:  

Our company is a dynamic, ever-changing environment that requires flexibility and a team-based 

attitude. 

• Good communication and people skills are essential, as is the ability to lead by example 
• and maintain a proactive, solution-focused mindset 
• Actively listen to all employees’ needs and concerns responding with thoughtful, respectful solutions that balance employee and business needs 
• Work to resolve conflicts and/or misunderstandings with diplomacy and emotional regulation 
• Represent the company’s values and culture through every interaction using clear, consistent communication and documentation 

HR Director of People & Culture Key Attributes 

• Identifies potential risks and provides thoughtful assessment to ensure responsible and informed decision-making 
• Communicates difficult messages with clarity and empathy while adapting messaging for different audiences (board/ownership, managers, workforce) 
• Demonstrates Self-awareness and emotional regulation and is approachable and trustworthy 
• Responds calmly during high stress situations and while building trust across the organization 
• Demonstrates neutral facilitation during conflict resolutions utilizing de-escalation techniques effectively 
• Balances empathy with policy enforcement 

Core Responsibilities 

Strategic Leadership & Culture 

• Partner with the CEO and leadership team to develop and execute HR strategies that support business goals and long-term growth 

• Champion a culture of transparency, trust, accountability, and respect across all levels of the organization 

• Serve as a trusted advisor to leadership on employee relations, organizational design, and workforce planning 

Employee Experience & Retention 

• Design and implement employee engagement and retention programs tailored to a distribution workforce 

• Participate, recommend and review employee benefit programs including but not limited to Health Insurance, Dental, Wellness, and Time off programs 

• Oversee employee relations matters, providing fair, consistent, and timely resolution 

• Monitor workforce trends, turnover data, compensation structures and engagement feedback to recommend improvements 

Talent Management, Onboarding & Offboarding 

• Oversee recruitment, hiring, onboarding, and offboarding processes to ensure consistent and positive employee experience 

• Develop onboarding programs that effectively integrate new hires into the company culture and operations 

• Develop and maintain career paths and talent development 

• Lead exit processes, analyze feedback, and identify opportunities for organizational improvement 

HR Operations & Compliance 

• Ensure compliance with federal, state, and local employment laws and regulations 

• Oversee HR policies, procedures, and documentation, keeping them current and aligned with company values 

• Partner closely with the VP of Finance on compensation, benefits, payroll coordination, and budgeting 

• Supervise and mentor the Part-Time HR Generalist, ensuring operational excellence and development 

• Oversee, maintain and train on HRIS system capabilities and have a continuous improvement mindset 

Safety 

• Foster the safety aspect of our company culture 

• Ensure compliance with all company safety policies and procedures 

• Support the Safety Committee and promote the safety culture with employees and leadership 

• Monitor safety metrics to build strong safety communication across all employees 

• Participate in Workers Comp program and maintain OSHA records 

Communication & Availability 

• Act as a readily available HR resource for employees at all levels 

• Communicate HR initiatives, policy updates, and changes clearly and transparently 

• Support leadership and frontline managers with coaching, training, and HR guidance 

• Strong business acumen with the ability to collaborate cross-functionally 

• Comfortable working in a lean HR environment and rolling up sleeves as needed 

• Standard schedule includes Monday-Friday 8a.m. – 5p.m. Flexibility for additional or 

alternative days/times may be required to meet business needs. 

Qualifications 

• HR Certification Preferred – SPHR or SHRM-SCP 

• Bachelor's degree in human resources, Organizational Leadership, Business Administration, or 

related field (master's degree preferred). 

• 5-7 years of progressive HR experience, including leadership responsibility 

• Experience in distribution, manufacturing, logistics, or similarly fast-paced environments preferred 

• Strong knowledge of employment law, employee relations, and HR best practices 

• Proven ability to operate at both strategic and tactical levels 

• Exceptional interpersonal, communication, and relationship-building skills 

Note: No posting can contain a fully comprehensive listing of activities, duties, or responsibilities that 

are required in this role. Durango Coca-Cola Bottling Company offers a dynamic, ever-changing 

environment requiring flexibility and a willing, team-based attitude. Some duties, responsibilities, and 

activities may change at any time, with or without notice. 

To ensure the safety of our employees, our customers, and our products, Durango Coca-Cola Bottling 

Company offers a drug-free workplace. Employees are subject to pre-employment/post-offer, post

accident, and random drug testing. 

AA/EOE