HR Director

Job Title: Human Resources Director

Department: Human Resources, Administration

Location: Century City

Position Summary: The Human Resources Director serves as a strategic business partner to firm leadership, driving performance accountability, strengthening management capability, and ensuring effective, consistent people practices across the organization. This role is heavily focused on navigating complex employee situations, proactively addressing performance issues, and equipping leaders to make sound, timely personnel decisions aligned with business objectives.

Responsibilities
Strategic Leadership & Partnership

• Serve as a strategic partner and trusted advisor to senior leadership and managers on complex employee matters
• Advise leadership on risk mitigation and appropriate courses of action in sensitive employee situations
• Influence decision-making by balancing business needs with employee experience and legal considerations
  
  
  
  
  

HR Team Leadership

• Lead, develop, and manage a team of HR professionals, ensuring high performance, accountability, and alignment with organizational goals
• Provide direction, coaching, and professional development to HR team members
• Oversee workload prioritization and ensure efficient delivery of HR services across the organization
  
  
  
  
  

Employee Relations / Compliance

• Lead and manage complex employee relations matters, including sensitive personnel situations, conflict resolution, and workplace investigations
• Serve as the primary advisor to managers and leadership on difficult employee situations
• Oversee employee terminations, ensuring consistency, appropriate documentation, and risk mitigation
• Manage and oversee the Performance Improvement Plan (PIP) process, including design, documentation, and execution
• Ensure consistent and fair application of policies, procedures, and disciplinary actions
• Maintain compliance with federal and state regulations, including OSHA, EEO-1, FMLA, and unemployment requirements
• Oversee employment eligibility and ensure I-9 compliance
• Oversee leave of absence processes, including FMLA, PFL, ADA, and Workers’ Compensation
• Oversee off-boarding processes to ensure compliance and consistency
  
  
  
  
  

Performance Management & Manager Training

• Oversee and enhance performance management processes to drive accountability and consistency
• Partner with managers to address performance concerns and guide documentation and next steps
• Coach managers and senior leaders on delivering feedback, managing performance, and navigating complex employee situations
• Support leadership in decision-making related to promotions, performance issues, personnel situations, and terminations
• Design and implement manager training programs focused on employee relations, performance management, and leadership effectiveness
• Equip managers with tools to handle conflict, performance issues, and disciplinary actions
• Lead training on PIPs, documentation best practices, and effective performance conversations
• Identify gaps in management capability and develop targeted training initiatives
• Reinforce training through ongoing coaching and practical application
  
  
  
  
  

Administration & Organizational Development

• Develop and implement personnel policies and procedures, and coordinate with external HR counsel on employee handbook updates
• Ensure accuracy, compliance, and proper retention of HR records and documentation
• Oversee HRIS reporting for EEO, ACA, OSHA, and other requirements
• Recommend and implement process improvements to enhance HR efficiency
• Maintain knowledge of employment legislation and ensure ongoing compliance
  
  
  
  
  

Benefits Administration

• Oversee benefits administration, including enrollment, open enrollment, and vendor coordination
• Audit benefits invoices for accuracy and cost control
• Ensure clear and effective communication of benefits to employees
  
  
  
  
  

Recruitment

• Partner with the Talent Acquisition Manager on recruitment strategy and execution
  
  
  
  
  

Onboarding

• Ensure effective onboarding processes that support employee integration and engagement
• Analyze exit interview data to identify trends and improvement opportunities
  
  
  
  
  

Required Qualifications & Skills / Abilities

• Bachelor’s degree in human resources or related field required
• PHR/SPHR preferred
• 7-10 years of progressive HR experience, including significant employee relations and leadership advisory responsibilities
• Previous professional services experience preferred
• Demonstrated experience handling complex employee relations issues, performance management, and PIP processes
• Strong ability to influence and coach senior leaders on difficult personnel matters
• Strong knowledge of federal, state, and local employment laws and regulations
• Demonstrated ability to assess risk, resolve issues, and make sound recommendations
• Excellent organizational, time management, and problem-solving skills
• Strong attention to detail and ability to operate with a sense of urgency
• Proficient in Microsoft Office applications (Excel, Word, PowerPoint, Outlook)
  
  
  
  
  

Benefits: G|S offers market-leading benefits, including medical/dental/vision insurance, paid parental leave, generous PTO, a profit-sharing plan, and a 401(k) match. We also offer fun intangible perks, such as our annual ski/camping trip, a black-tie holiday party, quarterly departmental mixers (with travel stipend), and paid continuing education.

About Us: Gursey | Schneider LLP is a Top 100 Firm and a 10-time recipient of Inside Public Accounting's Best of the Best Firms, with more than 40 years of success in the market. Our firm consists of over 200 accounting professionals, and our talented people consistently drive the success of our business through thoughtful strategy and creative problem-solving.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.