Director of Human Resources

Job Summary

The Human Resources Director provides strategic and operational leadership for the organization’s human resources function, ensuring HR practices align with the mission, values, and organizational goals. This role oversees key areas including talent acquisition, employee relations, performance management, compliance, compensation and benefits, HR operations, and staff development. The Human Resources Director partners closely with organizational leadership to strengthen culture, support workforce effectiveness, mitigate risk, and drive people-focused strategies that enhance employee experience and organizational performance.

Strategic Leadership

• HR Strategy: Develop and implement human resources strategies that align with the organization’s mission, vision, core values, and strategic priorities.
• Workforce Planning: Lead workforce planning efforts to support staffing needs, operational effectiveness, and long-term organizational goals.
• Organizational Culture: Help foster a positive, inclusive, and mission-driven culture that supports employee engagement, accountability, and retention.

• Recruitment and Onboarding: Oversee the full recruitment, selection, and onboarding process to attract, hire, and retain qualified employees.
• Performance Management: Lead the administration and continuous improvement of performance management processes, and provide guidance to managers on performance expectations, coaching, and corrective action.
• Employee Development: Support training, leadership development, succession planning, and professional growth opportunities across the organization.

• HR Policies and Procedures: Develop, update, implement, and interpret HR policies, procedures, and practices to ensure compliance with applicable employment laws and alignment with organizational values.
• Regulatory Compliance and Risk Management: Monitor and address employment-related compliance requirements and organizational risk, including matters related to employee relations, documentation, investigations, and workplace practices.

• Employee Relations Support: Oversee employee relations matters, including investigations, conflict resolution, disciplinary processes, and support for managers in addressing workplace concerns.

• Engagement and Retention: Develop and support initiatives that strengthen employee engagement, morale, satisfaction, and retention.
• Diversity, Equity, Inclusion, and Belonging: Promote equitable practices and an inclusive workplace culture that values and supports a diverse workforce.

• Compensation Administration: Support the development, administration, and review of compensation structures and practices to promote competitiveness, internal equity, and alignment with organizational needs.
• Benefits Oversight: Oversee employee benefits programs, including health and welfare plans, retirement plans, leave administration, and wellness initiatives.

• HRIS and Process Improvement: Oversee HR systems, workflows, and process improvement efforts to support efficiency, accuracy, and effective service delivery.
• Data and Reporting: Collect, analyze, and interpret HR data and metrics to support decision-making, identify trends, and drive continuous improvement.
• Budget Management: Develop and manage the HR department budget and related resources responsibly and effectively.

• Leadership Partnership: Partner with executive and operational leaders to align HR strategies and practices with organizational and workforce needs.
• Internal Communication: Support clear, timely, and effective communication related to HR initiatives, policies, and employee matters.
• Stakeholder Engagement: Serve as a trusted resource and liaison among employees, leadership, and external partners on HR-related matters as needed.

Knowledge, Skills and Abilities

• Strong execution skills, with the ability to drive initiatives from concept through implementation while providing consistent communication and updates to stakeholders.
• Excellent written, verbal, and interpersonal communication skills.
• Ability to present a professional and positive image of the organization to employees, leadership, external partners, and business contacts.
• Strong collaboration skills, with the ability to work effectively across functions and build productive working relationships.
• Excellent leadership and people management skills, with the ability to supervise, motivate, coach, and develop staff.
• Ability to foster teamwork, navigate conflict effectively, and demonstrate sound judgment and emotional intelligence.
• Strong organizational, planning, and time management skills, with the ability to manage multiple priorities and adapt in a fast-paced environment.
• High level of attention to detail, initiative, accountability, and follow-through.
• Commitment to continuous learning, professional growth, self-awareness, and responsiveness to feedback and coaching.