Human Resources Director

Summary/objective The HR Director will lead the company’s human resources department, driving strategic HR initiatives that align with business goals and support growth. This role requires a proactive, business-minded leader overseeing talent acquisition, employee relations, performance management, training and development, HR compliance, and workforce planning. Summary/objective The HR Director will lead the company’s human resources department, driving strategic HR initiatives that align with business goals and support growth. This role requires a proactive, business-minded leader overseeing talent acquisition, employee relations, performance management, training and development, HR compliance, and workforce planning. Essential Functions Strategic Leadership and Planning Develop and implement HR strategies aligned with company goals to support business growth and operational effectiveness Serve as a trusted advisor to executive leadership, providing strategic counsel on HR, legal, and organizational matters and contributing to key business decisions. Personally handles complex employee relations, investigations, and high-risk HR matters. Lead enterprise-wide succession planning and workforce development strategies. Lead organizational design initiatives, including development of future-state structures aligned with business strategy. Talent Acquisition and Management Oversee recruitment and retention efforts, ensuring that HR practices attract top talent across all levels. Lead executive recruitment and succession planning for critical leadership roles. Develop strategies for employer branding and pipeline building to support expansion. Implement career development programs, succession planning, and talent review processes. Employee Relations and Engagement Champion a positive workplace culture, driving initiatives to improve employee engagement, recognition, and morale. Ensure consistent application of policies and practices across employee relations matters in alignment with legal and organizational standards. Compensation And Benefits Design and oversee competitive compensation structures, including salaries, benefits, and incentive programs. Regularly assess and adjust programs to ensure they meet employee needs and support organizational goals. Training and Development Establish and promote learning and development programs that support employee growth, leadership development, and a culture of continuous learning. Leads performance management processes, including design of review frameworks, manager coaching, and calibration. Holds leadership accountable for performance standards and employee development. Compliance and Risk Management Ensure all HR activities comply with legal and regulatory requirements. Proactively identify, assess, and mitigate risk related to employment decisions and workforce strategy. HR Infrastructure & Systems Owns HR systems (ADP Workforce Now) and ensures data integrity, reporting, and process efficiency. Leads administration of compliance programs, including training, policy acknowledgment, and audits. Data-Driven HR Analytics Implement HR metrics to measure effectiveness and inform decision-making processes. Analyze trends in HR practices to anticipate future workforce needs and potential challenges. Surveys Conduct annual Gallup surveys with AFB and AFBCO employees, interpret results, and provide actionable data Conduct annual meaningful ASE surveys, most especially the salary survey for SE Michigan Consider and complete Best Workplace surveys as warranted Competencies Excellent leadership, communication, and interpersonal skills, with the ability to influence at all levels. Analytical skills and a data-driven approach to measure HR effectiveness and support strategic decision-making. Operates effectively in a lean HR environment, balancing strategic leadership with hands-on execution. Brings a practical, business-oriented approach to HR decision-making. Excellent organizational and multitasking skills with the ability to prioritize tasks. Exceptional attention to detail and accuracy. Ability to maintain confidentiality and exercise discretion. Supervisory Responsibilities Coaches, mentors, and leads others to influence high performance Manage team including quarterly performance reviews Conduct team’s weekly and quarterly meetings Work environment Professional corporate and team-oriented environment Hybrid work schedule with at least 2 days each week in office Physical demands Prolonged periods sitting at a desk and working on a computer Must be able to lift up to 15 pounds at times Standard business hours although some overtime may be required to meet deadlines or manage unexpected issues Travel Required Minimal travel if any Required Education And Experience Bachelor’s degree in human resources, business administration, or a related field 7+ years in human resources with progressive leadership experience Strong knowledge of HR best practices, labor laws, and regulations Demonstrated success in developing and implementing HR programs that drive organizational performance Proficient in Microsoft Office and HRIS software Preferred Education And Experience Preferred experience in franchising or multi-brand environment Master’s degree a plus SHRM-SCP, SPHR, or equivalent preferred Experience using ADP Workforce Now preferred Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. #J-18808-Ljbffr