Director, Human Resources

Overview

The Director of Human Resources is a strategic, people-first leader responsible for shaping a high-performance culture where employees thrive and the business grows. This role partners closely with leadership to align people strategies with business objectives, strengthen leadership capability, and drive continuous performance improvement across the organization.

The Director will serve as a trusted advisor to leaders at all levels, balancing culture building, talent development, and employee engagement with operational rigor, compliance, and data-driven decision making. This position leads the HRBP function and plays a critical role in fostering an inclusive, accountable, and values-driven workplac

Responsibilities

Culture, Engagement & Leadership Development

· Champion and evolve an organizational culture rooted in trust, accountability, collaboration, and continuous improvement.

· Design and implement employee engagement strategies that improve morale, retention, and productivity.

· Develop and lead leadership development and employee growth programs that build capability at all levels.

· Serve as an employee advocate, fostering positive employee relations and ensuring fair, consistent, and respectful treatment.

Performance & Organizational Effectiveness

· Lead performance management initiatives that align individual goals with business outcomes and drive measurable improvement.

· Partner with leaders on organizational design, workforce planning, and succession planning to ensure long-term talent readiness.

· Guide leaders through change management initiatives, ensuring alignment, communication, and employee buy-in.

· Leverage HR data, analytics, benchmarking, and industry insights to improve people decisions and organizational effectiveness.

Talent & HR Operations

· Partner with Talent Acquisition to attract, develop, and retain top talent aligned with business needs.

· Support training and development programs that develop skills, compliance, and leadership readiness.

· Ensure compliance with all federal, state, and local employment laws, partnering with legal counsel as needed.

· Enforce HR policies, procedures, and programs to ensure consistency, efficiency, and legal compliance.

· Utilize HRIS systems to streamline HR operations and enable data-driven insights.

· Travel regularly to company locations to support leaders, employees, and HR initiatives.

HR Business Partner Framework & Leader Support

· Build, standardize, and continue maturing HR Business Partner framework to support scale and consistency

· Define HRBP operating rhythms, scope, leader touchpoints, escalation paths, and service expectations

· Ensure consistent HR partnership across workforce planning, org design support, onboarding effectiveness, performance coaching, and change management

· Develop practical tools and playbooks for HRBPs and leaders (manager guides, templates, FAQs, coaching frameworks)

· Coach and develop HRBPs to strengthen consultative capability, judgment, and executive presence

Qualifications

· Bachelor’s degree in Human Resources, Business Administration, or a related field (required).

· 8–10+ years of progressive HR experience, including at least 5 years in a leadership or HR business partner role.

· Proven success aligning HR strategies with business goals in a fast-paced, multi-site environment.

· Demonstrated experience in culture transformation, leadership development, and performance improvement.

· Strong background in employee relations, compliance, and HR program development.

Technical & Functional Expertise

· Knowledge of employment law (FMLA, ADA, EEO, Workers’ Compensation).

· Experience with HRIS platform – UKG

· Expertise in talent management, performance management, training & development, and benefits administration.

· Familiar with Human Performance Improvement methodologies a plus.

Physical and Mental Demands

· This position will spend long hours sitting and using office equipment and computers. The position may also entail light lifting of supplies and materials occasionally, up to and including 20 pounds in addition to reaching, stooping, standing, and walking. This position requires the ability to talk, hear, compare, compute, compile, copy, analyze, coordinate, synthesize, negotiate and communicate. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential job functions.

Work Environment

· Standard office working environment that may be busy and noisy at times.

IND456

Responsibilities

Culture, Engagement & Leadership Development
· Champion and evolve an organizational culture rooted in trust, accountability, collaboration, and continuous improvement.
· Design and implement employee engagement strategies that improve morale, retention, and productivity.
· Develop and lead leadership development and employee growth programs that build capability at all levels.
· Serve as an employee advocate, fostering positive employee relations and ensuring fair, consistent, and respectful treatment.
Performance & Organizational Effectiveness
· Lead performance management initiatives that align individual goals with business outcomes and drive measurable improvement.
· Partner with leaders on organizational design, workforce planning, and succession planning to ensure long-term talent readiness.
· Guide leaders through change management initiatives, ensuring alignment, communication, and employee buy-in.
· Leverage HR data, analytics, benchmarking, and industry insights to improve people decisions and organizational effectiveness.
Talent & HR Operations
· Partner with Talent Acquisition to attract, develop, and retain top talent aligned with business needs.
· Support training and development programs that develop skills, compliance, and leadership readiness.
· Ensure compliance with all federal, state, and local employment laws, partnering with legal counsel as needed.
· Enforce HR policies, procedures, and programs to ensure consistency, efficiency, and legal compliance.
· Utilize HRIS systems to streamline HR operations and enable data-driven insights.
· Travel regularly to company locations to support leaders, employees, and HR initiatives.
 
HR Business Partner Framework & Leader Support
· Build, standardize, and continue maturing HR Business Partner framework to support scale and consistency
· Define HRBP operating rhythms, scope, leader touchpoints, escalation paths, and service expectations
· Ensure consistent HR partnership across workforce planning, org design support, onboarding effectiveness, performance coaching, and change management
· Develop practical tools and playbooks for HRBPs and leaders (manager guides, templates, FAQs, coaching frameworks)
· Coach and develop HRBPs to strengthen consultative capability, judgment, and executive presence