HR Director

Description

Job Summary

The HR Director is QuinStar Technology's senior and primary Human Resources professional and is responsible for both strategic HR leadership and day-to-day execution of Human Resources activities for approximately 100 employees. The position reports directly to the CEO, works closely with department managers and supervisors, and is supported by part-time clerical assistance.

This is a hands-on leadership role. The HR Director is expected to personally manage and execute the majority of HR functions while providing practical guidance to management, maintaining compliance, strengthening accountability, and supporting a professional and positive workplace culture.

Key Responsibilities

1. HR Administration, Compliance & Policy

• Personally manage day-to-day HR operations, employee records, HR documentation, HRIS workflows, required notices, and employment-related administrative processes.
• Maintain company HR policies, employee handbook, job descriptions, forms, and required employment documentation; recommend updates as laws, business needs, or company practices change.
• Maintain working knowledge of applicable federal, California, and local employment requirements and coordinate with outside employment counsel or other specialists when appropriate.
• Support compliant administration of wage-and-hour practices, employee classifications, meal/rest period requirements, protected leaves, reasonable accommodation processes, personnel records, and required training/postings.
• Maintain appropriate confidentiality and document retention standards for employee and company information.

2. Employee Relations, Leave & Corrective Action

• Advise managers and supervisors regarding attendance, conduct, performance, employee complaints, corrective action, and other employee-relations matters.
• Conduct or coordinate workplace investigations and maintain clear, factual, and professional documentation.
• Administer employee leave, accommodation, return-to-work, and related processes, including coordination of FMLA/CFRA, ADA/FEHA, workers' compensation, and other applicable leave or accommodation requirements.
• Coordinate terminations, reductions in force, and other separation actions with management, payroll, benefits providers, and outside counsel when appropriate.
• Promote consistent and respectful treatment of employees while ensuring company policies and management expectations are clearly communicated and documented.

3. Talent Acquisition & Workforce Planning

• Manage the full recruiting cycle, including job descriptions, sourcing, screening, interview coordination, candidate communication, offer preparation, pre-employment requirements, and onboarding.
• Develop effective recruiting sources for technical, engineering, manufacturing, quality, administrative, and professional positions.
• Partner with department managers to forecast staffing needs, prioritize openings, and maintain practical recruiting plans aligned with business demand and budget.
• Track recruiting activity, time-to-fill, source effectiveness, acceptance rates, and early turnover; recommend improvements based on results.

4. Performance Management & Accountability

• Own and administer the company performance review process and ensure managers complete evaluations accurately and on schedule.
• Coach managers on goal setting, documentation, feedback, employee development, performance improvement, and corrective action.
• Support managers in identifying performance problems early and developing clear expectations and follow-up actions.
• Maintain appropriate separation between HR process ownership and line-management accountability: department managers remain responsible for managing employee performance and results.

5. Compensation, Benefits, Payroll & Claims Support

• Administer employee benefit programs and coordinate employee enrollment, changes, questions, and required communications with brokers and providers.
• Support compensation administration, salary and wage changes, merit adjustments, job classifications, and market reviews as requested by management.
• Serve as the primary HR owner of employee data used for payroll and coordinate closely with Accounting/Payroll to ensure accurate and timely payroll-related changes.
• Coordinate workers' compensation claims and other employee claims with appropriate carriers, providers, managers, and outside resources.

6. Onboarding, Training & Employee Development

• Design and personally coordinate effective onboarding that covers company culture, policies, job expectations, safety, compliance, and department-specific requirements.
• Monitor new-hire progress and early turnover; work with managers to address onboarding or performance issues promptly.
• Coordinate required and developmental training, including supervisor/manager training, anti-harassment training, and other compliance or skill-development programs.
• Support leadership development by coaching managers on communication, delegation, documentation, conflict resolution, and employee development.

7. HR Technology, Reporting & AI Enablement

• Serve as primary administrator and business owner for Paylocity and other HR systems; maintain accurate employee data, workflows, recruiting records, benefits information, performance-management records, and reporting.
• Use appropriate AI-enabled and automation tools to improve recruiting, onboarding, documentation, performance tracking, HR analytics, and reporting while protecting confidential employee and company information.
• Prepare practical HR reports for management, including headcount, turnover, recruiting status, attendance trends, compensation changes, training status, and other workforce metrics.

8. Organizational Development & Succession Planning

• Partner with the CEO and management team on organization structure, workforce planning, succession planning, management development, and key-person risk.
• Maintain succession and contingency plans for critical leadership and technical positions.
• Support company culture by reinforcing professionalism, accountability, communication, teamwork, and continuous improvement.

Part-Time Clerical Support

The HR Director may assign routine administrative activities such as document filing, data entry, scheduling, interview coordination, benefits paperwork, and record maintenance to part-time clerical support. The HR Director remains accountable for the accuracy, confidentiality, compliance, and timely completion of all HR functions.

Requirements

Qualifications

• 10+ years of progressive Human Resources experience; prior HR Manager, Senior HR Generalist, or HR Director experience strongly preferred.
• Experience serving as the senior or primary HR professional in a small or mid-sized organization strongly preferred.
• Demonstrated hands‑on experience across recruiting, employee relations, leave administration, performance management, compensation, benefits, HR compliance, training, and HR operations.
• Strong working knowledge of California employment practices and the ability to recognize when outside legal or specialist guidance is appropriate.
• Strong written and verbal communication, coaching, conflict‑resolution, investigation, and documentation skills.
• Ability to work independently, prioritize competing demands, maintain confidentiality, and follow issues through to closure with limited administrative support.
• Experience with HRIS/ATS platforms; Paylocity experience strongly preferred.
• Comfortable using modern HR technology and AI‑enabled tools appropriately and securely.
• SHRM‑CP required; SHRM‑SCP preferred. PHR/SPHR or comparable professional HR certification may also be considered.

Preferred Profile

• Practical, hands‑on HR leader who is comfortable moving between strategic discussions with the CEO and detailed day‑to‑day HR execution.
• Experience in manufacturing, engineering, aerospace/defense, technology, or another regulated environment is preferred.
• Strong judgment, professional maturity, consistency, and the ability to earn trust across hourly, technical, professional, and management employees.
• Capable of building structure and accountability without creating unnecessary bureaucracy for a 100‑employee organization.

Performance Expectations

Specific annual HR metrics and goals – such as recruiting cycle time, turnover, onboarding retention, training completion, performance‑review completion, and other HR KPIs – will be established separately through the annual management planning and performance‑review process. These measures may be adjusted as business conditions and company priorities change.

Equal Employment Opportunity / Employment Conditions

QuinStar Technology, Inc. is an equal opportunity employer. Employment is contingent upon satisfaction of applicable company pre‑employment requirements, which may include a post‑offer physical examination, drug screening, background check, and verification of authorization to work in the United States, in each case as permitted by applicable law and company policy.

QuinStar Benefits:

• Health, Dental, Vision, Life, Long Term Disability
• Paid time off
• Retirement plan
• 10 paid holidays
• On‑site wellness exercise program

Schedule:

• 8-hour shift
• Monday to Friday

QuinStar Technology, Inc. is an equal opportunity employer.

Employment is contingent upon successfully passing a pre‑employment physical, drug screen, background check, and proof of eligibility to work in the U.S.