Job Description

The HR Director supports the CEO and Board of Directors and department leadership in goal setting, optimization, expert-to-expert collaboration, communications strategies, reporting measures, and performance monitoring through metric-driven, results-oriented management and accountability.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Leadership and Supervision:

• Support the CEO in administering policies and procedures related to all phases of human resources and payroll activity.
• Provide guidance and coaching to HR staff and other managers across departments.
• Supervise and develop HR administrative team and facilities support (as applicable).
• Serve as a resource and advisor to the CEO and executive leadership team.
• Develop organizational HR strategies by identifying and researching human resources issues, contributing information, analysis, and recommendations to drive strategic thinking and direction; establish HR objectives in line with organizational objectives.

Talent Acquisition & Onboarding:

• Develop and implement strategic, efficient, and employee/candidate-centric recruitment and onboarding plans.
• Collaborate with hiring managers on job postings, interviews, and selection.
• Oversee onboarding processes and ensure compliance with policies and legal requirements (EEOC, pay equity, ADA, etc.).

Employee Relations, Training, & Performance Management:

• Manage employee relations matters, conflict resolution, and investigations. Steer, supervise, and guide managers through investigations to ensure thoroughness, compliance, fairness, and timely resolution, complete documentation.
• Strengthen employer-employee relations through performance coaching and feedback.
• Design and manage performance appraisal, coaching, and corrective action processes.
• Create and support employee development and career progression plans.
• Coordinate and conduct supervisory and staff training programs.
• Support and guide leaders on best practices for employee development and coaching.
• Develop and execute training for supervisors (and staff when applicable) on regulatory requirements and policies such as FMLA, EEO, and Harassment, performance management processes and best practices, inclusivity and respectful workplace initiatives, safety and incident reporting, workers comp, and leaves of absence.

Benefits, Payroll, & Leave Administration:

• Oversee benefits administration, including enrollments, open enrollment, and vendor coordination; collaborate with broker(s) to ensure compliance with applicable laws and regulations (ACA, ERISA, etc.).
• Coordinate with finance to ensure accurate and compliant payroll processing.
• Manage leave requests (FMLA, disability, workers' compensation, etc.).
• Respond to benefit and employment verification inquiries.

Compliance & Policy Management:

• Maintain and update HR policies, procedures, and handbooks.
• Ensure compliance with federal, state, and local labor and employment laws.
• Conduct HR audits and ensure remediation of findings.
• Serve as a liaison with legal counsel on employment matters.
• Lead or support site visits and HR assessments.
• Ensure compliance with leave administration (FMLA, STDI, etc.) and safety reporting (OSHA, workers’ comp, etc.) requirements.
• Ensure organizational compliance with all FLSA regulations regarding wages and classifications; conduct audits as needed.

Employee Engagement & Communications:

• Lead employee engagement initiatives, including wellness programs, newsletters, birthday/work anniversary recognitions, and company-wide events.
• Coordinate all-staff meetings and HR-related announcements.
• Manage the Employee Engagement survey process, including developing an action plan based on the results; collaborate with leadership and staff to continuously improve the employee experience.

HR Systems & Data Management:

• Maintain and analyze HR data and dashboards to support decision-making.
• Report on key HR metrics (turnover, demographics, engagement, compensation, etc.).
• Administer and oversee HR information systems, including electronic personnel files.

Position Requirements:

• Seven (7) or more years of experience in human resources with proven leadership and management success.
• PHR/SPHR or SHRM-CP/SHRM-SCP or master’s degree strongly preferred; ability to obtain certification within 12 months of hire.
• Superior problem-solving and conflict management skills.
• Ability to maintain the highest level of confidentiality.
• Strong analytical abilities and interpersonal skills.
• Ability to read, analyze, and interpret technical journals, regulations, and legal documents pertaining to human resources.
• Advanced knowledge of applying HR and employment laws/regulations, such as FLSA, FMLA, ADA, HIPAA, EEOC, workers' compensation, and unemployment.
• Experience administering benefits, performance management, and recruitment functions and programs.
• Excellent organizational skills and impeccable attention to detail.
• Ability to appropriately and effectively work and interact well with individuals (staff and volunteers) from various socioeconomic backgrounds and cultures.
• Excellent written and oral communication skills.
• Ability to respond to common inquiries or complaints from employees, regulatory agencies, or management.
• Experienced public speaker and knowledge of employee training and development.
• Experience in managing HR projects preferred.
• Experience with iSolved and nonprofit or logistics/distribution environments.

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