Director of Human Resources & Organizational Development POST NUMBER: 07847

Director of Human Resources

Position Overview
A growing organization is seeking an experienced HR leader to drive talent strategy, leadership development, and organizational effectiveness. This role is responsible for overseeing all human resources functions while partnering with senior leadership to strengthen workforce capabilities, improve employee experience, and support long-term business objectives. 

The ideal candidate is both strategic and hands-on and has proven experience partnering with leaders and employees in a manufacturing or production-focused environment, including regular engagement with frontline teams and operational leadership.

Key Responsibilities

• Lead all HR operations, including talent acquisition, workforce planning, compensation and benefits, policy administration, employee relations, HR systems, and onboarding.
• Develop and execute talent strategies that support recruitment, retention, career development, and succession planning.
• Ensure HR programs and practices are compliant, consistent, and aligned with organizational goals.
• Build and maintain relationships with external recruiting and talent partners.

• Partner with organizational leaders to strengthen leadership capability and management effectiveness.
• Design leadership development programs, competency frameworks, and succession strategies.
• Oversee performance management processes, including goal setting, employee evaluations, coaching, feedback, and performance improvement initiatives.
• Support executive and leadership team development through assessments, coaching, and action planning.

• Serve as a strategic business partner to leadership across the organization.
• Drive initiatives that enhance employee engagement, communication, collaboration, and organizational culture.
• Support change management, workforce planning, and organizational growth efforts.
• Promote a safe, inclusive, and respectful workplace while reinforcing accountability and operational excellence.
• Align people strategies with broader business objectives to strengthen overall organizational performance.

Qualifications

• Progressive experience in HR leadership with expertise in talent management, employee relations, leadership development, and performance management.
• Strong knowledge of employment laws, HR best practices, and HR technology systems.
• Proven ability to influence leaders, drive organizational change, and balance strategic initiatives with day-to-day execution.
• This is a fully onsite position in Raleigh, NC

Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.