Director of Human Resources

Human Resources Director

Strategic HR Leadership Employee Relations Talent Management Compliance

About the Role

The Human Resources Director leads, develops, and administers all core HR functions, ensuring consistent, compliant, and effective people practices across the organization. This role oversees HR strategy, employee relations, talent management, compensation and benefits, compliance, workforce analytics, and HR operations.

You will serve as a trusted advisor to senior leadership, guiding workforce decisions, strengthening organizational culture, and driving initiatives that enhance employee engagement, retention, and performance.

Key Responsibilities

• HR Strategy & Execution — Implement HR strategies, programs, and initiatives that support organizational goals and promote a high‑performing workplace culture.
• Employee Relations — Lead complex employee relations matters including investigations, grievances, performance concerns, disciplinary actions, and conflict resolution.
• Leadership Consultation — Advise leaders and managers on workforce challenges, organizational effectiveness, employee engagement, and performance management.
• Talent Management — Oversee onboarding, orientation, development, promotions, transfers, and separations to ensure consistent and effective HR practices.
• Compensation & Benefits — Manage compensation programs, benefits administration, personnel transactions, and HR operations with accuracy and alignment to organizational objectives.
• Employee Engagement — Develop initiatives that strengthen engagement, reduce turnover, and enhance the overall employee experience.
• Employment Compliance — Ensure compliance with federal, state, and local employment laws; oversee investigations and support risk mitigation efforts.
• HR Operations & Vendor Management — Manage daily HR operations, support HR budgeting, and oversee external vendor relationships.
• Workforce Analytics — Monitor workforce metrics and provide data‑driven insights and recommendations to leadership.
• Policy & Continuous Improvement — Develop, implement, and evaluate HR policies, procedures, and systems to improve consistency, efficiency, and compliance.

Qualifications

• 10–15+ years of progressive HR experience, including 3–5+ years at the director level.
• Bachelor’s degree in Human Resources, Business Administration, or related field; HR leadership experience required.
• Comprehensive knowledge of HR practices including employee relations, performance management, compensation, benefits, talent management, and compliance.
• Strong strategic planning, leadership, and resource management capabilities.
• Business and financial acumen with experience managing HR budgets, vendor relationships, and workforce planning.
• Thorough understanding of federal, state, and local employment laws and regulations.
• Excellent communication, consultation, negotiation, and problem‑solving skills.
• Ability to manage multiple priorities while balancing strategic and operational HR needs.
• Proficiency with HRIS platforms, HR technology, analytics tools, and Microsoft Office.
• Experience in technology, engineering, manufacturing, or other technical industries preferred.
• Demonstrated ability to build trusted relationships across all organizational levels.

Clayton Conine