Director of Human Resources

HR Leader OpportunityOur client, a privately-held manufacturer in the Greater Asheville area, is conducting a confidential search for a strategic and hands-on HR leader to serve as the company's first dedicated, full-scope Human Resources professional. With a team of 40 to 50 employees, this is a pivotal moment in the organization's evolution: post-acquisition integration is underway, and the business needs a builder who can create infrastructure, elevate culture, and partner closely with a lean onsite leadership team.This role was written for a specific kind of HR professional, one who finds genuine energy in both the strategy and the human cultural elements. You are energized by designing a succession planning matrix as you are about walking the production floor, learning names, and building trust with production team members. You have built things before: handbooks, programs, systems, and you are proud of what you have created because you know the difference it made.You thrive in ambiguity. You do not need every policy to already exist. You like to own your domain, are a great team player with others. You do not need a team of HR coordinators. You will roll up your sleeves and get hands on involved. You are culturally savvy, approachable to all levels of an organization, and you bring calm, sound judgment when situations are complex or undefined. You understand manufacturing: the rhythm of a production environment, the importance of safety, the language of a GEMBA walk and a tier meeting. You have earned credibility on the floor, not just in the conference room.Core ResponsibilitiesHR Strategy and Business PartnershipServe as the HR strategy and compliance partner for the onsite leadership team and Site LeaderParticipate in monthly business reviews, steering committees, and leadership planning sessionsLead workforce planning, succession planning (including 9-box talent reviews), and high-potential development programsDesign and track HR metrics and dashboards to measure organizational health and drive data-informed decisionsConduct annual market compensation surveys to ensure competitive positioning; lead job leveling initiativesConfidently navigate post-acquisition integration work, aligning the team with new organizational standards while honoring local culturePolicy, Compliance, and HR InfrastructureBuild the HR foundation from scratch: draft the employee handbook, refine, manage, and create SOPs, and establish policies and proceduresEnsure compliance with federal and state employment law, including FMLA, ADA, FLSA (hourly and salaried classifications), COBRA, ACA, OSHA, and EEO regulationsOwn I-9 verification compliance; prepare and file annual reports, including EEOC and related required filingsManage the full unemployment insurance and workers' compensation functions proactively, building documentation and partnering with the EHS Manager to drive workplace safetyRun OSHA 300 logs and ensure ongoing safety complianceKeep a pulse on the market for software solutions that will optimize scale and growth; research and implement these solutions as needed, training leaders and the workforce on utilizationTalent Acquisition and OnboardingLead full-cycle recruiting for hourly and salaried roles with a strong understanding of FLSA complianceDesign and implement a structured new-hire onboarding program that drives early engagement and retentionDevelop cross-training programs to support career development and organizational flexibilityEmployee Engagement and CultureChampion employee engagement through stay interviews, exit interviews, employee voice surveys, skip-level meetings, and town hallsDevelop and lead monthly, quarterly, and annual employee events with meaningful community engagementPromote wellness initiatives offered through the EAP and foster a culture of belonging and recognitionDesign and execute a structured new-hire onboarding experience that sets the tone for culture from day oneTraining and Leadership DevelopmentDesign and lead new-hire orientation, safety training, regulatory training, and leadership development programsPartner with leaders to build capability in delivering effective, consistent performance conversationsManage and optimize the Learning Management System (LMS) to track and deliver training programsPerformance Management and Employee RelationsPromote a culture of ongoing feedback and coach managers in delivering timely, meaningful performance conversationsOwn the annual performance review cycle from end to end, including calibration sessionsAdminister the progressive discipline process; develop and manage Individual Development Plans (IDPs) and Performance Improvement Plans (PIPs)Lead fair and unbiased workplace investigations with appropriate documentation and follow-throughPayroll and Benefits AdministrationRun bi-weekly payroll for all employees using Paylocity HRIS (or similar platform)Manage employee benefits programs including health insurance, 401(k), and related offeringsServe as the primary contact for all benefits vendors and 401(k) administration; complete annual census submissionsEnsure ACA and COBRA compliance across all applicable employee populationsAccounting Oversight and Financial PartnershipOversee or partner closely with the accounting/finance function; serve as the management liaison for that teamApply working knowledge of basic bookkeeping and accounting principles to support financial operations and auditsSuccessfully manage relationships with external auditors and support accounting audit processesQualificationsRequired5+ years of progressive HR experience, including time as an individual contributor or HR team leadMinimum 3 years of HR experience in a manufacturing environment (required)Demonstrated experience building HR infrastructure: employee handbooks, policies and procedures, SOPsHands-on payroll administration experience; benefits administration ownership requiredWorking knowledge of FMLA, ADA, FLSA, OSHA, ACA, COBRA, EEOC, and related federal and state compliance requirements2+ years of experience leading a small teamExposure to accounting, finance audits, or bookkeeping; comfort partnering with or overseeing an accounting functionProficiency in MS Office suite (Word, Excel, PowerPoint, Teams, SharePoint); experience with HRIS platforms such as Paylocity, Kronos, and/or Absence Soft; LMS experience (Cornerstone or similar)Bachelor's degree in Human Resource Management or a related fieldPreferredMaster's degree in HR, Business, or related disciplineSHRM-CP, SHRM-SCP, PHR, or SPHR certificationPost-acquisition integration experienceCross-cultural communication experience, particularly with international corporate leadershipCompensation and BenefitsBase Salary: $80,000 to $100,000 (commensurate with experience)Annual Discretionary BonusLow-cost, low-deductible health planMedical, Dental, and Vision coverage401(k) + company contribution10 Paid Company Holidays4 Weeks of Annual Vacation (PTO)