Human Resources Director

Overview Shaw Search Partners is proud to partner with a luxury retail jewelry organization to identify a Director of Human Resources. The Director of HR will be responsible for leading and executing all aspects of the Human Resources for this multi-location luxury retail jewelry organization. This highly hands-on role is responsible for managing all day-to-day HR operations while also providing strategic guidance to leadership. The Director of HR is a trusted advisor to executives and store leadership and plays a critical role in shaping culture, ensuring compliance, supporting employees, and driving performance in a service-focused, luxury retail environment. The HR Director also plays a key role in improving HR systems, workflows, and operational processes, with a focus on reducing manual effort, increasing efficiency, and improving the overall employee and manager experience. Responsibilities HR Leadership & Operations — Develop, implement, and independently manage HR strategies, policies, and programs that support business objectives and reinforce the company’s luxury retail culture. HR Leadership & Operations — Serve as an advisor to leadership on workforce planning, organizational development, and employee engagement. Provide communication support for company-wide announcements HR Leadership & Operations — Partner with store leaders to ensure consistent and effective HR practices across Connecticut and Massachusetts locations. HR Leadership & Operations — Manage full-cycle recruiting for corporate and retail positions, including sourcing, interviewing, selection, and job offers. HR Leadership & Operations — Identify recruiting strategies and sources to attract high-quality candidates aligned with brand standards and customer service excellence. HR Leadership & Operations — Ensure recruiting and hiring practices comply with applicable Connecticut and Massachusetts employment regulations. Employee Relations, Coaching & Counseling — Handle all employee relations matters directly, including coaching, counseling, conflict resolution, disciplinary action, exit interviews, and terminations. Employee Relations, Coaching & Counseling — Conduct workplace investigations and ensure consistent, fair, and legally compliant outcomes. Employee Relations, Coaching & Counseling — Provide day-to-day guidance to managers on employee performance, attendance, conduct, and workplace issues. Employee Relations, Coaching & Counseling — Run the corporate Associate Activities Committee to plan and implement quarterly get-togethers to build morale and camaraderie in the office. Employee Relations, Coaching & Counseling — Serve as the primary liaison for the administration of the Educational Assistance Program including approvals and reimbursements. Performance Management — Administer the performance management process, including evaluations, feedback, documentation, and development planning. Performance Management — Coach and advise managers on delivering feedback, managing performance issues, and taking corrective action when needed. Performance Management — Support training & development efforts partnering with the Sales Training Manager. Performance Management — Work with the CFO on merit increasing planning and communication in conjunction with the performance review process. Performance Management — Partner with leadership team on identifying external providers for executive coaching when necessary. Benefits & HR Administration — Administer all insured benefits programs, including medical, dental, vision, life, disability, HSA, COBRA, and Fidelity retirement plan in conjunction with the CFO. Benefits & HR Administration — Serve as the primary liaison with benefits brokers, insurance carriers, and vendors. Benefits & HR Administration — Manage open enrollment, benefits communications, wellness initiatives, and employee questions throughout the year. Benefits & HR Administration — Maintain accurate HR records, personnel files, and confidential employee data. Benefits & HR Administration — Handle the leave of absence process working with third party leave administrator and calculate leave pay when CT and MA Paid Leave is being utilized. Compliance & Employment Law — Ensure compliance with all applicable federal, Connecticut, and Massachusetts employment laws and regulations. Compliance & Employment Law — Maintain and update employee handbook, policies, and procedures to reflect multi-state requirements. Compliance & Employment Law — Provide practical, compliant guidance to leadership on wage and hour, leave administration, and employee relations matters. Compliance & Employment Law — Manage workers’ compensation claims, including reporting, follow-up, and coordination with carriers. Secretary for the company Safety Committee and primary liaison with external guard service. Compliance & Employment Law — Handle unemployment claims for Connecticut and Massachusetts, including responses, hearings, and documentation. Payroll Administration — Administer HR-related payroll changes, including employee rate changes, position changes, status updates, and approved deductions. Payroll Administration — Handle all benefit, garnishment, and deduction updates to ensure accuracy. Payroll Administration — Oversee year-end vacation/sick accrual adjustments and ensure accurate carryover and balances. Payroll Administration — Partner with payroll administrator/CFO to handle employee payroll questions related to pay rates, deductions, accruals, and corrections. Payroll Administration — Identify, propose, and implement technology applications to streamline onboarding process for payroll and benefits enrollment. Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required; 7–10 years of progressive HR experience; retail or luxury brand experience strongly preferred. Experience managing HR responsibilities in a multi-state environment (CT/MA preferred). Strong working knowledge of employment law, benefits administration, employee relations, and performance management. Proven ability to coach leaders and employees at all levels. Excellent interpersonal, communication, and problem-solving skills. Demonstrated experience improving HR processes or leading operational change in a hands-on environment. Comfortable working in environments where processes are evolving and structure needs to be built. #J-18808-Ljbffr Shaw Search Partners