Assistant Director of Human Resources

Position Summary The Assistant Director of Human Resources (HR) Operations supports the execution and continuous improvement of HR operational functions including Compliance, Benefits, Compensation, Payroll, and HR Systems for Crest Industries. This role partners closely with the Director of HR Operations to ensure effective implementation of HR strategies, maintain legal compliance, and deliver high-quality HR services that support business objectives and organizational growth. The Assistant Director plays a key role in managing day‑to‑day operations, leading projects, and developing team members while contributing to strategic initiatives across the HR function. Competencies Ensures Accountability, Manages Ambiguity, Business Insight, Collaborates, Courage, Financial Acumen, Planning, Resourcefulness, Drives Results, Demonstrates Self Awareness, Situational Adaptability, Balances Stakeholders Responsibilities Compliance Supports the development and implementation of HR policies, procedures, and best practices aligned with company objectives. Partners with HR leadership and Legal to ensure compliance with federal, state, and local regulations (ADA, FLSA, FMLA, ACA, etc.). Assists in managing employee relations issues including investigations, disciplinary actions, and policy interpretation. Monitors regulatory changes and helps implement necessary updates to policies and practices. Supports maintenance of employee handbooks and ensures consistent communication of policy updates. Assists in preparing and maintaining required HR compliance reporting. Employee Rewards Supports administration and continuous improvement of compensation and benefits programs. Analyzes compensation data and assists in benchmarking and market competitiveness reviews. Assists in managing vendor relationships for benefits programs (health, retirement, disability, etc.). Supports annual benefits open enrollment processes. Helps evaluate programs to ensure alignment with business goals and budget guidelines. HR Systems & Payroll Supports HR systems optimization, including implementation, upgrades, and process improvements. Ensures data accuracy and integrity across HR platforms. Partners with HR and IT teams to improve system utilization and reporting capabilities. Helps streamline workflows and improve user experience for managers and employees. Leadership & Operations Supervises and develops team members within HR operations (Comp/Benefits, Payroll, HR Systems as assigned). Leads cross‑functional HR projects and supports enterprise‑wide initiatives. Acts as a key liaison between HR Operations and business units. Provides reporting, analytics, and insights to support decision‑making. Supports execution of strategic HR initiatives defined by the Director of HR Operations. Requirements 3–7 years of progressive experience in HR operations, including exposure to compensation, benefits, compliance, or HR systems. Bachelor’s degree in Human Resources, Business, or related field required. Working knowledge of employment laws and HR best practices. Experience supporting or leading HR projects and initiatives. Strong analytical and problem‑solving skills (Excel proficiency preferred). Experience with HRIS systems and payroll processes. Demonstrated ability to coach, collaborate, and influence across teams. Strong organizational skills with the ability to manage multiple priorities. Equal Employment Opportunity Crest Operations is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Crest Operations is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request information regarding reasonable accommodation, contact your Human Resource Business Partner. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities Crest Operations will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60‑1.35(c) #J-18808-Ljbffr Crest Industries