HR Director – Job Description

Position overview

Position summary

The HR Director leads all people functions and serves as a strategic partner to the executive team. The role builds the programs that attract, develop and keep talent while keeping the company compliant with employment law.

This is a hands-on leadership role. The Director sets HR strategy, manages a team, and still works directly on employee relations, policy and key hires.

Key responsibilities

Strategy and leadership

• Develop and execute an HR strategy aligned with business goals and growth plans
• Advise the CFO and leadership team on organizational design, workforce planning and change management
• Lead, coach and develop the HR team; set goals and manage the department budget
• Report HR metrics (turnover, time-to-fill, engagement, labor cost) to leadership

Talent acquisition

• Oversee full-cycle recruiting, employer branding and onboarding
• Partner with hiring managers on headcount plans and job requirements
• Manage recruiting vendors, job boards and the applicant tracking system

Compensation and benefits

• Design and maintain salary structures, pay bands and incentive programs
• Lead annual benefits renewal and open enrollment with brokers and carriers
• Oversee payroll accuracy and partnership with Finance

Performance and development

• Run the performance review cycle and goal-setting process
• Build leadership development, training and succession plans
• Support managers in coaching and performance improvement plans

Employee relations and culture

• Investigate and resolve employee concerns, complaints and disciplinary matters
• Drive engagement surveys, recognition programs and retention initiatives
• Champion an inclusive, respectful workplace culture

Compliance and risk

• Ensure compliance with federal, state and local employment laws (FLSA, FMLA, ADA, Title VII, EEO, OSHA)
• Maintain the employee handbook and HR policies
• Manage HR records, I-9s, required filings and audits
• Coordinate with outside counsel on legal matters and claims

HR operations and systems

• Own the HRIS and related technology; improve processes through automation
• Ensure data accuracy, confidentiality and secure records management
• Develop HR processes , policies and procedures according to best business practices

Required qualifications

• Bachelor’s degree in Human Resources, Business Administration or a related field
• 8 years of progressive HR experience, including 3 years in an HR leadership role
• Generalist experience across recruiting, compensation, benefits, employee relations and compliance
• Strong working knowledge of federal and state employment law
• Experience managing and developing an HR team
• Proficiency with HRIS, payroll and applicant tracking systems
• Excellent judgment, discretion and ability to handle confidential information

Preferred qualifications and competencies

Preferred

• Master’s degree in HR, Business or Organizational Development
• SHRM-SCP or SPHR certification
• Experience in a multi-state or multi-site organization
• Background in a regulated or growth-stage industry (e.g., healthcare, medical equipment, manufacturing)
• Experience leading an HRIS implementation or M&A integration

Core competencies

• Strategic thinking and business acumen
• Clear, credible communication at every level
• Conflict resolution and sound decision-making
• Data-driven approach to people decisions
• Coaching and team leadership
• Integrity and confidentiality

Required qualifications

• Bachelor’s degree in Human Resources, Business Administration or a related field
• 8 years of progressive HR experience, including 3 years in an HR leadership role
• Generalist experience across recruiting, compensation, benefits, employee relations and compliance
• Strong working knowledge of federal and state employment law
• Experience managing and developing an HR team
• Proficiency with HRIS, payroll and applicant tracking systems
• Excellent judgment, discretion and ability to handle confidential information

Preferred qualifications and competencies

Preferred

• Master’s degree in HR, Business or Organizational Development
• SHRM-SCP or SPHR certification
• Experience in a multi-state or multi-site organization
• Background in a regulated or growth-stage industry (e.g., healthcare, medical equipment, manufacturing)
• Experience leading an HRIS implementation or M&A integration