Human Resources Director

ABOUT NADEL
Nadel is a global leader in targeted, high-impact branded merchandise. Founded in 1953, Nadel offers a connected team of experts who deeply understand every aspect of branded merchandise ideation, creation, and delivery. Nadel has earned a glowing global reputation for providing top-quality services across targeted advertising, merchandising, and marketing. With an expansive network of specialized vendors, we've helped companies make their visions reality. Headquartered in Los Angeles, Nadel has a presence across North America, Europe, Asia-Pacific, and beyond. With a strong commitment to sustainable business practices, Nadel continues to drive positive environmental change and raise the bar across the industry. For more information, please visit nadel.com .

WHAT WE ARE LOOKING FOR
Nadel is seeking a strategic and hands-on Human Resources Director to lead and execute core HR functions with a strong focus on talent acquisition, benefits, compensation, payroll support, and HR systems. This role will serve as a key partner to VP of Organizational Development, requiring exceptional relationship management skills and the ability to influence, guide, and support leaders through change.

The HR Director will play a critical role in driving organizational effectiveness by building strong cross-functional partnerships, leading change initiatives, and ensuring HR programs align with business objectives. The ideal candidate brings a strong foundation across employee relations, compliance, compensation, benefits, payroll oversight, HR technology, talent acquisition, and change management, along with exceptional relationship-building capabilities.

KEY RESPONSIBILITIES

Strategic Business Partnership

• Partner closely with the VP of Organizational Development to develop and execute people strategies aligned with organizational goals.
• Serve as a trusted advisor and consultant to executives, managers, and employees on organizational, leadership, and workforce matters.
• Build strong relationships across all levels of the organization to foster collaboration, trust, and effective problem-solving.
• Help identify workforce trends and recommend proactive solutions to support business objectives.

Employee Relations & Leadership Support

• Be an HR resource for complex employee relations matters.
• Conduct investigations and provide recommendations on performance, conduct, policy, and workplace concerns.
• Coach leaders through difficult conversations, performance management situations, and conflict resolution.
• Balance employee advocacy with business needs while ensuring fairness, consistency, and legal compliance.

Talent Acquisition & Workforce Planning

• Oversee talent acquisition strategy and partner with leaders to attract, develop, and retain top talent.
• Collaborate with hiring managers to understand and align department goals with business growth objectives.
• Contribute to recruiting process enhancements and candidate experience initiatives.
• Analyze workforce metrics and trends to inform strategic decision-making.

Benefits Administration

• Oversee and administer employee benefits programs, including medical, dental, vision, 401(k), and leave programs
• Manage open enrollment processes, including strategy, communication, and execution
• Serve as the primary point of contact for complex benefits issues and escalations
• Partner with brokers and vendors to evaluate and enhance benefits offerings
• Ensure compliance with benefits-related regulations (e.g., ACA, COBRA, FMLA, etc.)

Compensation, Payroll & HRIS Management

• Support regular payroll and HR data audits to ensure integrity and compliance with wage and hour laws
• Lead compensation and workforce reporting through HRIS, providing insights to support decision-making
• Oversee HRIS functionality, data integrity, reporting, and system enhancements

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Monitor legislative developments and proactively recommend policy and practice updates.
• Lead HR audits, reporting requirements, and compliance initiatives.
• Maintain and enhance employee handbooks, policies, and procedures.
• Partner with leadership to proactively identify and mitigate organizational risk.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred but not required
• 7-10+ years of progressive Human Resources experience, including experience operating at a strategic HR Business Partner, Senior HR Manager, Director, or equivalent level.
• Demonstrated success partnering with leaders and influencing decisions across all levels of an organization.
• Strong experience in relationship management with the ability to influence and build trust at all levels
• Demonstrated experience supporting or leading change management initiatives
• Solid understanding of compensation, benefits, payroll, and HRIS processes
• Strong business acumen and ability to translate business needs into HR solutions
• Experience handling complex employee relations matters
• Excellent communication, coaching, and problem-solving skills
• Strong analytical and organizational skills
• HR certification (PHR or  SHRM-CP) a plus, but not required
• Experience in a fast-paced, client-service or agency environment
• Experience supporting multi-state or global organizations

LOCATION: Culver City, CA (In office only)
COMPENSATION: $120,000 - $150,000 annually