Director of HR and Culture

General Description The Director of HR and Culture provides executive-level leadership and guidance regarding strategic people solutions across multiple organizations. The Director of HR and Culture effectively mitigates risk by setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. The Director of HR and Culture drives the values of the organization by serving as the strategic link between management and the team members, pairing business needs and people together. Job Responsibilities, Duties, and Authority Reviews Personnel Policies and employment-related forms and procedures annually. Utilizes management staff input and recommends changes and updates. Oversees risk by ensuring the organization is compliant with local, state, and federal legal requirements by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements, and advising management on needed actions. Oversees the company’s recruitment, interview, selection, hiring processes, onboarding, training schedule and best practices in order to build talent through external and internal recruiting for a positive employee experience from end to end; responsible for company’s brand in the talent marketplace. Supports successful integration of employees into company culture and operations. Administers voluntary benefits, including but not limited to Health, Life, Dental, Vision and Disability Insurance. Knowledgeable about and ensures Federal and State regulations regarding voluntary benefits. Explains benefit options and costs to all employees. Assists with the design of a cost-effective employee benefit plan. Ensures company culture promotes employee well‑being, productivity, and a positive work environment. Provides guidance and leadership to the company’s management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Consults with supervisors as they request regarding employee issues. Reviews employee dismissals with the appropriate supervisor prior to action being taken to ensure compliance with applicable regulations, laws, and policy. Coordinates administration of employee Satisfaction Surveys. Distributes results to supervisors. Sets and conducts annual goals for Human Resources. Performs other duties as assigned. Working Conditions Works in office area(s) Sits, stands, bends, lifts, and moves intermittently during working hours. Is subject to frequent interruptions. Is involved with staff members, visitors, and others in a variety of conditions and circumstances. Is subject to hostile and emotionally upset individuals. Must be able to lift, pull, push, and move equipment, supplies, etc. Minimum Training and Experience Bachelor’s degree required in HR/Business Management/Administration. 5 years related experience in management and HR related business. SPHR, SHRM-CP or SHRM-SCP strongly preferred. Seven to ten years of progressively responsible human resources experience, including employee relations, investigations, policy development, compliance, leave administration, compensation, and manager coaching. Three to five years of leadership experience supervising HR staff or leading HR functions. Demonstrated knowledge of applicable federal, state, and local employment laws and regulations. Experience handling confidential information and exercising sound judgment in sensitive personnel matters. Preferred Qualifications Master’s degree in human resources, Business Administration, or a related field. SHRM-CP, SHRM-SCP, PHR, or SPHR certification. Experience in multi‑state compliance, workers’ compensation, benefits administration, payroll oversight, HRIS management, and safety‑sensitive or operations‑focused environments. Personal Characteristics Must possess the ability to represent Getz Fire in a positive, professional manner with all applicants, employees, and management staff. Must possess the ability to deal tactfully with staff, vendors, and the public. Must possess the ability to plan, organize, develop, and recommend implementation of all required HR regulatory compliance. Must possess excellent written and oral communication skills. Must be enthusiastic, caring, trustworthy, creative, patient, and maintain confidentiality. Must be objective and maintain neutrality when assisting others. Must be able to creatively seek out new methods and principles of performing HR duties. #J-18808-Ljbffr