What are the responsibilities and job description for the Director of Human Resources position at Teal, Becker & Chiaramonte, CPAs, P.C.?
Our client, a well-established, growing real estate management company is seeking a Director of Human Resources. The Director of Human Resources leads all aspects of the organization’s human resources function, balancing strategic leadership with hands-on execution. As the senior HR leader, this role partners closely with company leadership to develop people strategies and serves as a trusted advisor in fostering a positive, compliant, and high-performing workplace.
The Director directly manages day-to-day HR operations, including recruitment, employee relations, benefits, compliance, safety, performance management, training, and HR administration. This is a hands-on role well suited to someone who has succeeded as an “HR department of one” and is ready to help build out a team as the company scales.
RESPONSIBILITIES
● Develop and implement HR strategies that support the organization’s goals.
● Serve as the primary HR advisor to leadership on workforce planning, organizational development, and employee relations.
● Oversee performance management, employee development, and succession planning.
● Identify opportunities to improve HR processes, technology, and employee experience.
● Lead or support organizational change initiatives and company-wide employee communications.
● Recommend and manage the HR budget, including benefits vendor selection and program investment, in partnership with leadership.
● Own full-cycle recruitment, onboarding, and retention initiatives.
● Lead employee relations efforts, including investigations, coaching, conflict resolution, and performance issues.
● Ensure compliance with all federal, state, and local employment laws.
● Develop, maintain, and communicate HR policies, the employee handbook, the safety manual, and related procedures.
● Manage workers’ compensation, unemployment claims, workplace accommodations, and employment-related matters, coordinating with legal counsel as required.
● Follow and enforce all safety procedures and company policies.
● Administer compensation, benefits, leave programs, and annual open enrollment.
● Manage HR systems, personnel records, reporting, and workforce metrics.
● Manage HR data in the HRIS/payroll system, ensuring timely and accurate employee updates to support payroll processing.
● Perform other duties as assigned.
QUALIFICATIONS
● Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; advanced degree and/or HR certification (SHRM-SCP, SPHR, SHRM-CP, or PHR) a plus.
● Seven to ten years of progressively responsible human resources experience, including experience operating as a senior HR leader in a small-to-mid-size organization.
● Thorough knowledge of HR principles and federal, state, and local employment regulations.
● Demonstrated ability to partner with senior leadership on workforce planning, organizational development, employee engagement, and business initiatives.
● Proven experience managing complex employee relations matters, investigations, performance management, and conflict resolution.
● Strong leadership, communication, organizational, and problem-solving skills, with the ability to influence employees and leaders at all levels.
● Ability to exercise sound judgment, discretion, flexibility, and professionalism when managing confidential and sensitive issues.
● Ability to manage multiple priorities, drive initiatives, and meet deadlines in a fast-paced environment.
● Proficiency in Microsoft Office products; HRIS, payroll, and HR reporting experience strongly preferred.
The Director directly manages day-to-day HR operations, including recruitment, employee relations, benefits, compliance, safety, performance management, training, and HR administration. This is a hands-on role well suited to someone who has succeeded as an “HR department of one” and is ready to help build out a team as the company scales.
RESPONSIBILITIES
● Develop and implement HR strategies that support the organization’s goals.
● Serve as the primary HR advisor to leadership on workforce planning, organizational development, and employee relations.
● Oversee performance management, employee development, and succession planning.
● Identify opportunities to improve HR processes, technology, and employee experience.
● Lead or support organizational change initiatives and company-wide employee communications.
● Recommend and manage the HR budget, including benefits vendor selection and program investment, in partnership with leadership.
● Own full-cycle recruitment, onboarding, and retention initiatives.
● Lead employee relations efforts, including investigations, coaching, conflict resolution, and performance issues.
● Ensure compliance with all federal, state, and local employment laws.
● Develop, maintain, and communicate HR policies, the employee handbook, the safety manual, and related procedures.
● Manage workers’ compensation, unemployment claims, workplace accommodations, and employment-related matters, coordinating with legal counsel as required.
● Follow and enforce all safety procedures and company policies.
● Administer compensation, benefits, leave programs, and annual open enrollment.
● Manage HR systems, personnel records, reporting, and workforce metrics.
● Manage HR data in the HRIS/payroll system, ensuring timely and accurate employee updates to support payroll processing.
● Perform other duties as assigned.
QUALIFICATIONS
● Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; advanced degree and/or HR certification (SHRM-SCP, SPHR, SHRM-CP, or PHR) a plus.
● Seven to ten years of progressively responsible human resources experience, including experience operating as a senior HR leader in a small-to-mid-size organization.
● Thorough knowledge of HR principles and federal, state, and local employment regulations.
● Demonstrated ability to partner with senior leadership on workforce planning, organizational development, employee engagement, and business initiatives.
● Proven experience managing complex employee relations matters, investigations, performance management, and conflict resolution.
● Strong leadership, communication, organizational, and problem-solving skills, with the ability to influence employees and leaders at all levels.
● Ability to exercise sound judgment, discretion, flexibility, and professionalism when managing confidential and sensitive issues.
● Ability to manage multiple priorities, drive initiatives, and meet deadlines in a fast-paced environment.
● Proficiency in Microsoft Office products; HRIS, payroll, and HR reporting experience strongly preferred.