Director of Human Resources

Job Description

Job Description

Now Hiring: Director of Human Resources

The Director of Human Resources is a strategic and operational HR leader responsible for translating Porter Family Companies’ people and culture strategy into effective programs, practices, and leadership behaviors throughout the organization. Reporting to the Vice President of Talent, Team & Culture, the Director will provide leadership to the HR team and serve as a trusted advisor to leaders across the organization.

This position will lead key areas of Human Resources including employee relations, talent acquisition, performance management, leadership development, workforce planning, succession planning, HR compliance, policies and practices, and HR operations. The Director will work proactively with leaders to identify organizational and talent needs, strengthen leadership capability, improve team effectiveness, and ensure HR practices support Porter’s continued growth. The Director will be expected to balance strategic thinking with hands-on leadership while demonstrating sound judgment, confidentiality, integrity, and a strong commitment to Porter’s culture and values. The Director of Human Resources provides excellent customer service to internal and external customers and demonstrates strict confidentiality with all team members while serving as an ambassador of our culture.

Essential Functions

• Partners closely with the VP of Talent, Team & Culture to translate the company’s people, talent, culture, and organizational strategy into effective HR programs, practices, and execution across Porter Family Companies.
• Serves as a trusted HR advisor to leaders and team members on organizational, talent, performance, and employee matters.
• Leads and develops the HR team, establishing clear expectations, accountability, priorities, and opportunities for professional growth.
• Provides leadership and oversight for employee relations, including complex investigations, performance concerns, disciplinary actions, conflict resolution, and terminations.
• Provides thoughtful, consistent guidance while balancing business needs, employee experience, company culture, and legal requirements.
• Partners with leadership on talent planning, succession planning, employee development, and performance management, including continuously improving the company’s performance management processes and practices.
• Oversees talent acquisition strategy and ensures recruiting practices support both current hiring needs and the organization's longer-term talent strategy.
• Identifies organizational and people trends through HR data, employee feedback, turnover, recruiting metrics, and other workforce analytics and recommends appropriate actions.
• Ensures HR policies, practices, and decisions are compliant with federal, state, and local employment laws while remaining aligned with Porter’s culture and business needs.
• Protects and strengthens Porter’s culture as the organization grows by promoting an environment where team members feel respected, heard, accountable, and connected.
• Develops, reviews, and improves HR policies, procedures, processes, and systems to support consistency, scalability, and an excellent team member experience.
• Provides oversight and guidance for onboarding and offboarding practices to ensure they reflect Porter’s culture and values.
• Partners with Payroll & Benefits leadership to ensure HR, payroll, benefits, and HRIS processes are appropriately aligned and operating effectively.
• Builds strong relationships throughout Porter Family Companies and maintains a visible HR presence across locations.
• Maintains knowledge of HR trends, employment law, emerging technology, and best practices and evaluates their relevance to Porter.
• Models and reinforces Porter’s values of Family, Faith, Fun, Excellence, Safety and Integrity.
• Travels to Porter Family Companies locations as needed.
• Leads special projects and performs other responsibilities as assigned by the VP of Talent, Team & Culture.

Required Knowledge, Skills and Abilities

• Strong strategic and operational HR leadership capability.
• Demonstrated ability to build trusted relationships with executives, managers, and team members
• Strong employee relations, investigation, and conflict-resolution skills.
• Ability to translate business strategy into practical people strategies and actions.
• Excellent communication and cross functional collaboration skills.
• Strong analytical skills with the ability to interpret data and make business decisions.
• Demonstrated ability to lead, develop, delegate to, and hold an HR team accountable.
• Strong knowledge of federal, state, and local employment laws and HR best practices.
• Ability to operate effectively in a growing, multi-location organization.
• High degree of integrity, professionalism, discretion, and confidentiality.
• Proficiency with HRIS, talent management systems, Microsoft Office, and emerging HR technologies.

Experience and Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required; advanced degree preferred.
• Minimum of 8–10 years of progressive Human Resources experience, including significant HR leadership responsibility.
• Minimum of 3–5 years leading HR professionals and/or a significant HR function.
• Demonstrated experience advising senior leaders and managing complex employee and organizational issues.
• Experience supporting a multi-location, distribution, manufacturing, construction, industrial, or similarly operational organization strongly preferred.
• SPHR or SHRM-SCP certification strongly preferred.