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

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