Human Resources Director

The Director of Human Resources is responsible for providing strategic leadership and operational direction for the organization’s Human Resources function. This position partners with executive leadership and department leaders to develop and implement strategies which support organizational objectives, workforce stability, employee engagement, leadership development, and operational performance. The Director of Human Resources oversees employee relations, talent acquisition, workforce planning, compensation and benefits, performance management, leadership development, training, regulatory compliance, workplace investigations, HR policies and procedures, HRIS administration, employee engagement, retention initiatives, and other HR programs. The Director of Human Resources serves as a trusted advisor to senior leadership and ensures HR programs, policies, and practices support business objectives while maintaining compliance with applicable federal, state, and local employment laws and regulations. ESSENTIAL DUTIES AND RESPONSIBILITIES Provide strategic and operational leadership for the Human Resources department and ensure HR initiatives align with organizational goals and business objectives. Serve as a strategic advisor to executive leadership and management regarding workforce planning, organizational structure, employee relations, compensation, talent management, leadership development, and employment law matters. Lead, coach, develop, and manage Human Resources professionals while establishing clear departmental goals, performance expectations, and accountability. Develop and implement short-term and long-term Human Resources strategies supporting organizational growth, workforce stability, operational performance, and employee retention. Oversee recruitment, selection, hiring, and onboarding processes for hourly, professional, technical, management, and executive-level positions. Partner with department leaders to identify current and future workforce needs and develop effective recruiting and workforce planning strategies. Develop and implement employee retention strategies designed to reduce turnover, improve employee engagement, and strengthen workforce stability. Monitor turnover, absenteeism, staffing levels, recruiting performance, employee relations trends, and workforce metrics and provide recommendations to executive leadership. Oversee employee relations programs and provide guidance regarding employee performance, attendance, workplace conduct, disciplinary actions, conflict resolution, and employment decisions. Lead and oversee workplace investigations involving employee complaints, harassment, discrimination, retaliation, workplace misconduct, policy violations, and other employment-related concerns. Ensure workplace investigations are conducted promptly, objectively, consistently, thoroughly, and confidentially. Provide guidance and recommendations regarding disciplinary actions, performance improvement plans, suspensions, terminations, and other employment decisions. Develop, review, implement, and maintain HR policies, procedures, employee handbooks, job descriptions, and employment practices. Ensure consistent administration and enforcement of company policies and employment practices throughout the organization. Monitor compliance with applicable employment laws and regulations, including FMLA, ADA, EEO, FLSA, Title VII, ADEA, USERRA, workers’ compensation requirements, and other employment-related regulations. Maintain knowledge of employment law developments, regulatory requirements, HR practices, and workforce trends and communicate significant changes to leadership. Oversee compensation programs and partner with executive leadership regarding salary structures, wage administration, incentive programs, bonus programs, promotions, and compensation recommendations. Participate in compensation benchmarking and market analysis to support competitive and internally equitable compensation practices. Oversee employee benefit programs, including medical, dental, vision, retirement plans, leave programs, disability programs, and other employee benefits. Partner with benefit consultants, insurance brokers, vendors, and leadership to evaluate benefit programs, costs, utilization, and improvement opportunities. Oversee performance management programs and ensure managers conduct timely, consistent, and meaningful employee performance evaluations. Develop and implement leadership development, supervisor training, management training, succession planning, and employee development programs. Develop employee engagement, communication, recognition, and morale initiatives. Use HRIS systems, workforce reports, turnover information, recruiting metrics, compensation data, and other analytics to evaluate trends and support business decisions. Develop and present HR reports, workforce metrics, recommendations, and strategic initiatives to executive leadership. Develop, manage, and monitor the Human Resources departmental budget. Evaluate HR vendors, consultants, technology systems, and service providers for effectiveness, service quality, and cost management. Oversee unemployment claims, employment-related audits, government reporting requirements, and regulatory responses. Coordinate with legal counsel regarding complex employee relations matters, employment claims, litigation, investigations, regulatory matters, and organizational risk. Partner with Safety, Operations, and other departments to support workplace safety initiatives, workers’ compensation programs, return-to-work programs, and regulatory compliance. Support organizational restructuring, acquisitions, expansions, facility openings, workforce reductions, and other organizational change initiatives as needed. Maintain confidentiality and protect sensitive employee, organizational, compensation, medical, and business information. Perform other duties and responsibilities as assigned. LEADERSHIP RESPONSIBILITIES The Director of Human Resources provides leadership, coaching, mentoring, development, and performance management for Human Resources department employees. Responsibilities include establishing departmental goals and objectives, assigning responsibilities, monitoring performance, developing HR staff, conducting performance evaluations, addressing performance concerns, and ensuring the Human Resources department provides professional, timely, consistent, and effective support to employees and management. REQUIRED QUALIFICATIONS Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Management, or a related field. Minimum of 10 years of progressive Human Resources experience and at least 5 years of HR leadership or management experience. Demonstrated experience leading employee relations, talent acquisition, compliance, compensation, benefits, performance management, investigations, and leadership development. Strong knowledge of federal and state employment laws and regulations. Experience conducting and overseeing complex workplace investigations. Experience developing and implementing HR policies, procedures, programs, and organizational initiatives. Experience partnering with senior executives and operational leadership. Demonstrated ability to lead, coach, develop, and manage HR professionals. Strong analytical, written, verbal, presentation, interpersonal, and conflict-resolution skills. Ability to maintain confidentiality and exercise sound judgment when handling sensitive matters. PREFERRED QUALIFICATIONS Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field. SHRM-SCP, SPHR, or other senior-level Human Resources certification. Experience in food manufacturing with exposure to agriculture, distribution, warehousing, or another complex industrial environment. Experience supporting large hourly employee populations, multi-shift operations, and union and non-union environments. Experience with affirmative Action Plans, OFCCP compliance, government audits, and regulatory investigations. Experience with organizational development, succession planning, leadership development, change management, and HR technology systems. PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT Ability to perform duties in office, manufacturing, warehouse, distribution, and operational environments. Ability to periodically walk through production facilities, warehouses, distribution centers, and other operational areas. Ability to sit, stand, walk, communicate, and use standard office equipment for extended periods. Ability to travel between company locations and attend meetings, training programs, and business-related events as required. Must comply with all company safety policies, procedures, personal protective equipment requirements, and facility regulations. DISCLAIMER This job description describes the general nature and level of work performed by employees assigned to this position. It is not intended to contain a comprehensive listing of all duties, responsibilities, qualifications, or working conditions associated with the position. Management reserves the right to modify, add, remove, or assign duties and responsibilities as organizational and business needs require. #J-18808-Ljbffr