Director of Human Resources

Riggs Industries is seeking a Corporate Director of Human Resources responsible for developing, implementing, and overseeing the organization's human capital strategy across all business units and operating divisions. Reporting directly to the Chief Operating Officer, the Corporate Director of Human Resources serves as a strategic partner to executive leadership, aligning workforce initiatives with corporate objectives to drive organizational performance, operational excellence, employee engagement, and sustainable growth.

This position provides enterprise-wide leadership in talent acquisition, workforce planning, succession management, organizational development, employee relations, compensation and benefits strategy, performance management, compliance, risk mitigation, leadership development, and culture transformation. The Corporate Director of Human Resources leads the HR function as a critical business partner, ensuring the organization attracts, develops, retains, and engages a high-performing workforce while maintaining compliance with all applicable employment laws and regulations.

The Corporate Director of Human Resources serves as a trusted advisor to the COO, executive leadership team, and operational leaders, providing strategic guidance on workforce challenges, organizational effectiveness, change management initiatives, and long-term talent strategies that support business growth and operational success.

Essential Duties and Responsibilities:

Strategic Human Capital Leadership

• Develop and execute a comprehensive human capital strategy supporting organizational growth, operational excellence, and long-term business objectives.
• Lead workforce planning initiatives to ensure talent availability, succession readiness, and organizational scalability.
• Collaborate with executive leadership to identify workforce risks, talent gaps, and organizational development opportunities.
• Utilize workforce analytics, performance metrics, and business intelligence to guide strategic workforce decisions.

Organizational DevelopmentTalent Management

• Design and lead succession planning, leadership development, and high-potential employee programs across the organization.
• Oversee enterprise performance management systems to promote accountability, employee development, and organizational effectiveness.
• Direct employee engagement, culture enhancement, and retention initiatives designed to strengthen organizational performance.
• Develop and implement workforce development and training strategies to support future business needs.

Employee RelationsCorporate Culture

• Provide executive oversight of employee relations matters, workplace investigations, conflict resolution, and corrective action processes.
• Champion a positive organizational culture that promotes accountability, collaboration, inclusion, safety, and employee engagement.
• Advise executive leadership regarding workforce issues, organizational effectiveness, leadership challenges, and employee concerns.
• Lead enterprise communication strategies related to workforce initiatives and organizational change efforts.

Compensation, BenefitsTotal Rewards

• Direct compensation philosophy, salary administration, incentive programs, and total rewards strategies.
• Evaluate market trends and compensation data to ensure organizational competitiveness.
• Oversee employee benefits programs and vendor relationships to maximize employee value while controlling organizational costs.

Compliance, Risk ManagementGovernance

• Ensure compliance with all federal, state, and local employment regulations, including but not limited to FLSA, FMLA, ADA, OSHA, EEOC, and applicable labor laws.
• Develop and maintain corporate HR policies, procedures, and governance frameworks.
• Lead employment risk management initiatives and partner with legal counsel on employment-related matters.
• Oversee compliance programs related to workforce qualifications, safety requirements, driver eligibility, and employment documentation.

HR OperationsTechnology

• Direct HRIS strategy, workforce reporting, analytics, and HR technology initiatives.
• Establish key performance indicators and metrics to evaluate workforce effectiveness and HR operational performance.
• Lead continuous improvement efforts that enhance efficiency, employee experience, and organizational effectiveness.
• Manage departmental budgets, resource allocation, and strategic HR investments.

Education/Experience:

• Bachelor's Degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
• Master's Degree in Human Resources, Business Administration (MBA), Organizational Development, or related discipline preferred.
• SHRM-SCP, SPHR, or equivalent senior-level HR certification strongly preferred.

Benefits:

• 401(k) matching
• Dental Insurance
• Employee assistance program
• Flexible spending account
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

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