HR Director

JOB SUMMARY

The Director of Human Resources is responsible for the strategic leadership, oversight, and operational management of the divisional company’s Human Resources function across all business units and locations. This role oversees all areas of Human Resources, including HR operations, employee relations, payroll, benefits, total rewards, talent management, compliance, HR systems, organizational development, and workforce planning.

The Director of Human Resources partners closely with executive leadership, divisional leaders, and site management to align HR strategies with business objectives while ensuring scalable, compliant, and employee-focused HR programs and practices. This individual will lead the development and execution of company-wide HR initiatives that support organizational growth, operational excellence, employee engagement, and talent retention.

The Director will serve as a strategic advisor and operational leader, balancing long-term workforce strategy with hands-on execution and continuous process improvement across the HR function.

REPORTING TO

President

ESSENTIAL JOB FUNCTIONS

• Lead and oversee all Human Resources functions, including HR operations, payroll, benefits administration, total rewards, employee relations, compliance, talent acquisition support, HRIS, learning and development, and performance management.
• Develop and execute HR strategies, initiatives, policies, and programs aligned with organizational goals and business priorities.
• Serve as a strategic business partner to executive leadership, divisional leaders, and site management teams.
• Oversee payroll operations to ensure accurate and timely employee compensation and compliance with federal, state, and local regulations.
• Direct and manage the administration of employee benefits and total rewards programs, ensuring competitiveness, compliance, and alignment with organizational objectives.
• Lead compensation planning initiatives, including salary administration, incentive programs, market benchmarking, and pay equity analysis.
• Ensure compliance with all applicable employment laws and regulations, including wage and hour laws, FMLA, ADA, ACA, ERISA, OSHA, EEO, and other federal, state, and local requirements.
• Provide leadership and guidance on employee relations matters, investigations, conflict resolution, disciplinary actions, and performance management.
• Oversee HR policies, procedures, and practices to ensure consistency, compliance, and operational effectiveness across all locations.
• Drive workforce planning and organizational development initiatives that support talent growth, succession planning, and leadership development.
• Partner with HR leadership and business leaders to support organizational changes, mergers and acquisitions, restructuring efforts, and change management initiatives.
• Lead the optimization and integration of HR systems, HRIS platforms, payroll systems, reporting tools, and data analytics capabilities.
• Develop and monitor HR metrics, dashboards, and reporting to provide actionable insights related to workforce trends, turnover, labor costs, engagement, compensation, and compliance.
• Ensure the integrity, confidentiality, and security of employee data and HR records.
• Lead, mentor, and develop HR team members while fostering a collaborative, high-performance culture within the HR organization.
• Manage relationships with external vendors, consultants, brokers, and service providers to ensure quality, compliance, and cost-effectiveness.
• Support and drive employee engagement, communication, and culture initiatives across the organization.
• Identify opportunities for process improvements, automation, standardization, and operational efficiencies within the HR function.
• Participate in annual budgeting and forecasting activities related to payroll, benefits, compensation, and HR operations.
• Other duties as assigned.

SKILLS and ABILITIES

• Strong leadership, communication, and interpersonal skills with the ability to influence across all organizational levels.
• Deep understanding of Human Resources disciplines, including payroll, benefits, compensation, compliance, employee relations, organizational development, and talent management.
• Strong knowledge of federal, state, and local employment laws and HR best practices.
• Exceptional analytical, organizational, and problem-solving abilities.
• Ability to interpret workforce data and provide strategic recommendations to leadership.
• Strong project management and change management capabilities.
• High attention to detail with the ability to manage multiple priorities in a fast-paced environment.
• Ability to maintain confidentiality and handle sensitive information with professionalism and discretion.
• Strong business acumen and ability to align HR strategies with operational objectives.
• Experience leading cross-functional initiatives and managing organizational change.
• Ability to communicate complex information clearly and effectively to employees, managers, executives, and external partners.
• Proficiency with HRIS, payroll, reporting, and workforce analytics systems.
• Strong knowledge of federal, state, and local employment laws across multiple jurisdictions.
• Strong sense of urgency, accountability, and follow-through.

EDUCATION and EXPERIENCE

• Bachelor’s degree in Human Resources, Business Management, Organizational Leadership, or related field.
• 7 years of progressive Human Resources leadership experience, preferably within a manufacturing or multi-site operational environment.
• Experience overseeing multiple HR disciplines, including payroll, benefits, compensation, compliance, and employee relations.
• Experience leading HR teams and managing organization-wide HR initiatives across geographically dispersed teams and manufacturing facilities preferred.
• Experience supporting multi-site, multi-state operations within a complex organizational environment required.
• Demonstrated experience managing HR compliance across multiple states and locations, including varying employment laws, payroll practices, and workforce regulations.
• Strong experience with HRIS/HCM systems, payroll systems, and workforce analytics tools; UKG/UltiPro experience preferred.
• Professional HR certification (SHRM-SCP, SPHR, CCP, CEBS, or similar) preferred.
• Experience supporting mergers and acquisitions and organizational integration preferred.

OTHER REQUIREMENTS

• 20-30% travel required depending on business needs.

EEOC Statement

MW Components provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Visit us at www.mwcomponents.com for more information about MW Components and our affiliate companies.