Human Resources Director

Reporting to the CEO, the Director of HR owns the HR function— building and running people strategy like a business owner, while serving as the key HR connection point across the broader organization. This is a hands-on generalist role: one day you're advising the executive team, the next you're personally solving an employee relations issue or fixing a broken process. What Success Looks Like Strategic Partner & Executor – Advise the CEO/leadership team on talent, culture, and org design, then personally drive execution. Builder, Not Caretaker – Create scalable HR processes and infrastructure that fit a growing mid-sized business, not a mature bureaucracy. Corporate-to-Business Translator – Adapt organizational policy into practical solutions, keeping compliance intact without adding unnecessary friction. Culture Owner – Build a high-performing, inclusive, entrepreneurial culture and lead workforce/succession planning for long-term continuity. Who Will Thrive Here You think like a business owner first, HR leader second. You'd rather build a program than inherit one, and you're equally credible in a boardroom or solving a frontline issue. You know when to lean on available corporate resources and when to create a tailored fix — and you build trust across executives, managers, and corporate stakeholders alike. Key Responsibilities Own the full employee lifecycle: talent acquisition, onboarding, performance management, compensation, benefits, employee relations, and organizational development. Organization assessment, design, succession planning and talent management. Act as the go-to for employee relations, resolving issues with discretion and fairness. Serve as the primary liaison, aligning with enterprise initiatives and leveraging systems/shared services. Ensure compliance with federal, state, and corporate HR standards. Manage the HR budget and use metrics to drive continuous improvement. Continuously simplify and improve people processes without sacrificing governance. Lead, coach and develop the HR team. Required Qualifications Bachelor's degree in HR, Business, or related field; 10+ years progressive HR experience, including 5+ years in senior HR leadership. Broad generalist experience across talent acquisition, employee relations, performance, compensation, benefits, compliance, learning & development, and workforce planning. Demonstrated ability to build HR infrastructure and processes from the ground up, and to navigate/influence within a large matrixed organization. Proven capability launching and implementing HR programs, systems, and tools, from design through full adoption. Strong knowledge of federal and Michigan employment law; experience with HRIS/ATS (ADP preferred) and data-driven decision-making. Executive presence and strong with strong communication skills. Change leader and driver. Comfortable moving between strategy and hands-on execution. Preferred Qualifications Master's degree, MBA, or HR certification (SHRM-CP/SCP, SPHR). Proven success leading HR in a growth-oriented, subsidiary, business-unit, or privately held company that partners with a larger corporate parent. Track record modernizing or building HR functions during periods of growth and/or transformation. Experience harmonizing pay bands, benefits, and HR practices with a corporate parent #J-18808-Ljbffr