Human Resources Director

Job Description

Job Description

Position Summary: 

Responsible for leading and actively participating in all aspects of Human Resources, workforce management, regulatory compliance, benefits, payroll administration, and facility-related employee functions within a manufacturing environment. This is a hands-on leadership role requiring both strategic direction and direct involvement in day-to-day HR operations.

This role will ensure alignment with federal and state regulations, including OFCCP, OSHA, FLSA and FMLA, while driving organizational performance through effective policies, reporting, and workforce strategies. 

Will lead HR operations with a focus on regulatory compliance, audit readiness, and program governance. This role ensures adherence to federal and state requirements, Affirmative Action Programs (AAPs), ERISA, and ISO 9001:2015 standards, while overseeing payroll, benefits, and policy administration.

The position requires demonstrated expertise in compliance, government contract obligations, and fiduciary responsibilities. Will partner with leadership to mitigate risk and ensure equitable employment practices.

Essential Functions:

Leadership, Administration, Workforce & Human Resources Management:

• Personally manage and support key HR functions including employee relations, compliance reporting, benefits administration, payroll oversight, investigations, and policy implementation as needed.
• Provide direct supervision to HR and facility team members including assigning work, setting priorities and ensuring accuracy and completeness.
• Lead and manage all HR functions including recruitment, onboarding, employee relations and workforce planning.
• Oversee staffing levels, shift planning and workforce efficiency and align workforce strategies with production and business goals.
• Partner with leadership to ensure compliance with state and federal government contract requirements, including workforce regulations, reporting and labor standards.
• Drive workforce planning, and succession planning strategies.

Policy Development, Systems and Process Improvement:

• Develop, implement, and maintain HR policies aligned with state and federal regulations.
• Own the employee handbook, ensuring alignment with all legal requirements, employment law updates and internal practices.
• Ensure consistent policy interpretation and enforcement across all locations and departments.
• Develop, implement, and update HR policies, procedures, and guidelines.
• Support the development and implementation of HR systems and initiatives.
• Establish departmental accountability across talent acquisition, compensation, benefits, training, safety, employee relations, and compliance.

Compensation, Benefits and Payroll:

• Partner with leadership to design and manage competitive compensation and benefits aligned with market and workforce needs.
• Lead the annual benefits renewal process, including vendor evaluation, plan design analysis, cost negotiations, and executive recommendations.
• Partner with brokers and carriers to optimize plan offerings, control costs, and enhance employee value.
• Ensure compliance with all applicable regulations and government contract wage and benefit requirements.
• Assist in processing bi-weekly payroll, reconcile between ERP timekeeping system and ADP payroll reports, close the time frame in ERP system when complete.
• Collaborate with CFO on annual renewal of commercial insurance including workers compensation and audit.
• Monitor labor costs and overtime.
• Support and manage 401(k) fiduciary responsibilities, including plan governance, meeting and reporting compliance and manage annual audit in order to submit the 5500 Form.

Organizational Development & Performance Management:

• Provide leadership and guidance regarding organization design, workforce productivity, talent management and culture initiatives.
• Serve as a trusted advisor to senior leadership on workforce strategies, organizational effectiveness, employee relations matters, risk management, and talent initiatives.
• Develop and monitor HR metrics and key performance indicators to support data driven business decisions.
• Lead annual performance evaluation process and employee engagement surveys.
• Develop and implement employee engagement strategies to drive retention, morale, and productivity.
• Manage conflict resolution, investigations and corrective actions.
• Establish and manage performance management strategies aligned with organizational goals.
• Drive leadership development and succession planning initiatives.
• Promote a culture of accountability and continuous improvement.

Compliance & Risk Management:

• Develop andmaintainHR compliance strategies ensuring adherence to federal, state, and local employment laws.
• Ensure compliance with federal and state contractor requirements (e.g., OFCCP, EEO, affirmative action, if applicable).
• Oversee audits, reporting, and risk mitigation processes.
• Maintain policies and procedures aligned with regulatory and contractual obligations.

Other:

• Time management logging of daily hours with job codes.
• Comply with department ISO 9001 processes and company quality policy.
• Performs other duties as assigned.

Knowledge, skills & abilities:

• Advanced knowledge of HR functions include pay, benefits, recruitment, training & development.
• Able to process annual open enrollment for benefit administration.
• Manage employee relations, payroll administration and state and federal employment law.
• Must stay up to date on HR laws, policies and procedures with an understanding of legal compliance.
• Previous experience using HRIS System as well as aptitude and personality testing preferred.
• Intermediate knowledge of Microsoft Office products; Word, Excel, Outlook and TEAMS.
• Prior use of ADP Workforce Now, Criteria, Epicor Time and Attendance preferred.

Competencies:

• Strategic thinking.
• Leadership skills.
• Confidentiality.
• Communication skills.
• Interpersonal skills.
• Relationship Management.

Physical Demands:

While performing the duties of this job, the employee is regularly required to talk or hear. Frequently the employee will be required to stand; walk; use hands or fingers, handle or feel; and reach with hands and arms. The ability to occasionally lift office products and supplies up to 20 lbs. and to sit and work at a computer for upwards of 4 hours at a time.

Education and Experience:

• Bachelor's degree in human resources, business administration or related field or any similar combination of education and experience.
• 8 years of progressive HR experience, preferably in manufacturing.
• SHRM-SCP, SHRM-CP, SPHR, or PHR certification preferred.
• Manufacturing and federal or state government contractor experience strongly preferred.
• Experience with ADP Workforce Now or similar payroll system required.
• Understanding of ERP systems and job codes, a plus.
• Advanced understanding of state and federal laws.
• Advanced understanding and use of Microsoft Word, Outlook and Excel and TEAMS.

Additional Requirements:

• Full time regular position working Monday – Friday, 8:00am – 5:00pm.
• Hours may include working evenings or weekends due to project demands or deadlines.
• Position based out of Chandler, AZ – this is not a remote position.
• Travel to other work locations may be required - 10%.
• Pre-employment credit and background check and drug test.

VirTra is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.