Director of Human Resources

Essential Duties & Responsibilities:

      Human Resources Leadership

• Direct the daily operations of the Human Resources department, ensuring the effective delivery of Human Resources programs, services, and support to employees and leaders throughout the organization.
• Establish departmental priorities, goals, and performance expectations while ensuring alignment with the Company's business objectives.
• Supervise, coach, and develop Human Resources staff while establishing clear priorities and accountability.
• Serve as a trusted advisor to the department leaders on Human Resources matters.

Talent Acquisition & Workforce Planning

• Provide leadership and oversight of the Company's talent acquisition function to ensure recruiting activities support workforce needs and business objectives.
• Partner with the Recruiter to ensure recruiting strategies, candidate experience, and hiring processes support the Company's staffing objectives.
• Lead the recruitment and selection process for executive, confidential, and other critical positions, as needed.
• Monitor recruiting metrics, hiring effectiveness, and time-to-fill to identify opportunities for continuous improvement.
• Oversee onboarding programs to support the successful integration of new employees.

Employee Relations

• Provide guidance to leaders regarding employee relations, investigations, corrective action, performance management, conflict resolution, and policy interpretation.
• Conduct workplace investigations and recommend appropriate resolutions.
• Foster a positive employee relations environment that promotes accountability, engagement, and teamwork.
• Maintain a regular presence throughout manufacturing operations to build relationships with employees and supervisors, address workplace concerns, reinforce Company policies, and provide day-to-day Human Resources support.

Compensation & Benefits

• Administer the Company's compensation programs, salary structures, job evaluations, market pricing, merit planning, promotional increases, and incentive programs while ensuring internal equity and market competitiveness.
• Conduct compensation analyses and recommend market-based pay practices.
• Oversee employee benefit programs and serve as the primary liaison with benefit providers and brokers.
• Ensure competitive and cost-effective benefit offerings while supporting employee understanding and utilization.

Performance Management & Organizational Development

• Lead the annual performance review and merit planning process for hourly and salaried employees.
• Partner with leaders to identify organizational development opportunities.
• Develop and coordinate leadership development and employee training initiatives.
• Lead career development planning and succession planning initiatives.

Compliance & Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations.
• Maintain and update Human Resources policies, procedures, and employee handbook.
• Oversee compliance related to FMLA, ADA, FLSA, EEO, unemployment claims, and other employment-related matters.
• Maintain HR records and reporting in accordance with legal requirements.

HR Operations

• Oversee Human Resources systems, reporting, and employee data integrity.
• Develop, monitor, and report Human Resources metrics, key performance indicators, and workforce analytics to support business decisions and continuous improvement.
• Identify and implement process improvements that enhance efficiency and employee experience.
• Manage departmental budget and outside vendor relationships.
• Oversee HR-related audits, affirmative action reporting, immigration compliance, and government reporting as applicable.

Business Partnership

• Partner with executive leadership to support business objectives through effective Human Resources practices.
• Analyze workforce trends, turnover, engagement, and other HR metrics to identify opportunities for improvement.
• Recommend organizational changes that improve effectiveness and operational performance.
• Provide recommendations to leadership regarding organizational structure, staffing, employee development, and Human Resources best practices that support business objectives.

       Qualifications & Experience:

Education

• Bachelor's degree in Human Resources, Business Administration, or related field required.

Experience

• 10-15 years of progressive Human Resources experience, including a minimum of 5 years in an HR leadership role.
• Manufacturing experience strongly preferred.
• Experience supporting both hourly and salaried workforces.
• Experience in compensation administration, benefits administration, employee relations, compliance, talent acquisition, and performance management required.
• Experience developing and administering compensation programs and employee benefit plans strongly preferred.

Certifications

• SHRM-SCP, SPHR, PHR, SHRM-CP, or similar certification preferred.

        Skills:

• Strong knowledge of federal, state, and local employment laws.
• Demonstrated experience leading multiple Human Resources disciplines.
• Experience supporting multi-site manufacturing operations.
• Strong business acumen with the ability to balance employee needs and business objectives.
• Demonstrated ability to build relationships and influence leaders at all levels of the organization.
• Strong employee relations and conflict resolution skills.
• Demonstrated ability to exercise sound judgment, maintain confidentiality, and make independent decisions on complex Human Resources matters.
• Experience conducting workplace investigations.
• Strong understanding of compensation, benefits, performance management, and organizational development.
• Experience administering HRIS systems (UKG Pro preferred).
• Excellent communication, presentation, coaching, and interpersonal skills.
• Strong analytical and problem-solving abilities.
• Ability to prioritize multiple initiatives in a fast-paced manufacturing environment.
• Proficient with Microsoft Office applications.

       Physical Requirements & Work Environment:

• This position operates in both office and manufacturing environments.
• Regular interaction with employees throughout manufacturing facilities is required.
• Ability to sit, stand, and walk for extended periods.
• Ability to visit manufacturing areas while wearing required PPE.
• Ability to occasionally lift up to 20 pounds.

Occasional extended hours to support shift workers required.