Human Resources Director

The Director of Human Resources is the senior Human Resources leader for Imprimus Labels and Packaging and is responsible for leading and administering the Company’s human resources function across its national, multi-location, multi-state operations. The Director will oversee all major HR functions, including payroll administration, benefits, employee relations, recruiting, onboarding, performance management, compensation, training and development, compliance, HR systems and records. The position supervises one direct report and serves as a hands-on HR leader who can operate strategically while also ensuring accurate and timely execution of day-to-day HR processes. Key Responsibilities Position Summary The Director of Human Resources is the senior Human Resources leader for Imprimus Labels and Packaging and is responsible for leading and administering the Company’s human resources function across its national, multi-location, multi-state operations. The Director will oversee all major HR functions, including payroll administration, benefits, employee relations, recruiting, onboarding, performance management, compensation, training and development, compliance, HR systems and records. The position supervises one direct report and serves as a hands-on HR leader who can operate strategically while also ensuring accurate and timely execution of day-to-day HR processes. Key Responsibilities Serve as the primary HR advisor to the CEO, executive team and plant/location leaders on people, organizational and employment matters. Develop, implement and maintain consistent HR policies, procedures and practices across all Imprimus locations while accounting for state and local requirements. Lead the Company’s HR strategy in support of growth, operational performance, employee engagement, retention and organizational development. Oversee payroll administration through a combination of internal processes and Paylocity, including payroll processing, timekeeping, wage/hour practices, payroll tax coordination, audits, reconciliations and issue resolution. Administer employee benefit programs, including medical, dental, vision, life, disability, retirement/401(k), flexible spending and other Company-sponsored programs; manage broker, carrier and vendor relationships. Oversee recruiting, candidate selection, background checks, offers, new-hire paperwork, onboarding and orientation for corporate and plant positions. Develop workforce planning and recruiting strategies appropriate for manufacturing, production, skilled-trade, supervisory and professional positions. Lead employee relations, including performance issues, investigations, corrective action, conflict resolution, workplace complaints and employment separations. Coach and support managers in performance management, employee communication, documentation, attendance, discipline and difficult employee situations. Administer and continuously improve performance review, goal‑setting, compensation review and employee development processes. Manage compensation programs, including salary/hourly/commission wage structures, job descriptions, market benchmarking, promotions, and merit increases. Maintain accurate personnel records and HR information systems; establish appropriate controls for confidentiality, data integrity and access. Ensure compliance with applicable federal, state and local employment laws and regulations across all states in which Imprimus operates, including wage and hour, leave, discrimination/harassment, accommodation, employment eligibility, benefits and recordkeeping requirements. Monitor changes in employment legislation and advise leadership on required policy, payroll, benefits and operational changes. California requirements require particular attention because the role is based in California and the Company operates nationally. Oversee workers’ compensation administration, claims coordination, return-to-work processes and related employee communications. Partner with operations leadership on workplace safety initiatives, employee training, incident reporting and safety culture. Coordinate required employment postings, notices, employee acknowledgments, compliance documentation and HR audits. Develop and maintain the Employee Handbook and other HR policies; periodically review policies for legal compliance and business relevance. Plan and deliver employee and manager training on topics such as harassment prevention, workplace conduct, safety, leadership, performance management, policy compliance and other applicable requirements. Develop employee engagement, recognition, retention and communication initiatives that support a positive, accountable and performance-oriented culture. Track HR metrics and provide regular reporting to leadership on headcount, turnover, recruiting, absenteeism, overtime, compensation, benefits costs, employee relations and other relevant workforce indicators. Establish standardized HR processes and service levels across locations while maintaining appropriate support for local plant needs. Support organizational change, future acquisitions, due diligence, integrations, restructuring and other strategic initiatives as the Company grows. Manage the HR department budget and vendor relationships and identify opportunities to improve HR efficiency and reduce administrative costs. Supervise, develop and evaluate the HR direct report; establish clear priorities, accountability and professional development goals. Maintain strict confidentiality of employee, payroll, compensation, medical/benefit and other sensitive information. Perform other duties and special projects as assigned by the CEO. Ideal Candidate Profile Strategic and business-mindful HR leader who is equally comfortable developing HR strategy and personally solving day-to-day HR issues. Strong presence and credibility with executives, plant managers, supervisors and hourly manufacturing employees. Hands-on leader with excellent judgment, discretion, follow-through and attention to detail. Approachable, fair and consistent, with the ability to build trust while maintaining appropriate management standards. Comfortable working in a fast-paced, growth-oriented manufacturing environment with multiple locations. Strong communicator who can clearly explain HR policies and employment requirements to employees and managers at all levels. Data-oriented and process-minded, with the ability to identify HR trends and convert them into practical business actions. Required Qualifications Bachelor’s degree in Human Resources, Business Administration, Organizational Development or a related field; equivalent experience may be considered. Generally 8+ years of progressive Human Resources experience, including significant generalist HR leadership responsibility. Demonstrated experience managing HR for a multi-location and multi‑state organization. Strong working knowledge of federal employment requirements and practical experience applying state and local employment requirements. Substantial experience with payroll and benefits administration and HRIS/payroll systems. Demonstrated employee‑relations experience, including investigations, corrective action, performance management and conflict resolution. Experience recruiting and retaining hourly manufacturing and professional employees. Strong written, verbal, interpersonal and organizational skills. High level of confidentiality, integrity and professional judgment. Proficiency with Microsoft Office and HR technology; direct experience with Paylocity or a comparable HRIS/payroll platform is strongly preferred. Preferred Qualifications Experience in the printing, labels, packaging, converting or broader manufacturing industry. Experience supporting multiple plants or manufacturing facilities across multiple states. Experience with hourly, shift‑based and production workforces; approximately 70% of Imprimus employees are hourly. SHRM‑SCP, SHRM‑CP, SPHR, PHR or comparable professional certification. Experience implementing or upgrading an HRIS, payroll or timekeeping system. Experience with compensation benchmarking, job architecture and incentive programs. Experience supporting rapid growth, acquisitions, integrations or organizational change. Knowledge of California employment requirements in addition to multi‑state HR experience. Reporting Relationship & Scope Location: Brea, California Reports To: Chief Executive Officer Direct Reports: One Human Resources employee Employee Population: Approximately 200 employees (approximately 70% hourly) Geographic Scope: Brea, CA; Dublin, CA; Houston, TX; Mogadore, OH Employment Status: Full‑time; exempt; salary plus annual bonus Operating Environment Imprimus operates four non‑union facilities in Brea, California; Dublin, California; Houston, Texas; and Mogadore, Ohio. The workforce is approximately 70% hourly. The Director will provide national HR leadership from Brea, with minimal travel, and will partner with Operations on workplace safety. Future acquisitions are likely, making acquisition due diligence, employee integration and scalable HR processes important components of the role. Success Measures Accurate and timely payroll and benefits administration. Consistent, legally compliant HR practices across all locations. Improved recruiting effectiveness, retention and workforce stability. Strong manager capability in employee relations and performance management. Current, accurate HR records, policies, job descriptions and compliance documentation. Effective employee communication and engagement. Useful workforce reporting and actionable HR metrics for leadership. HR processes and systems that scale with the Company’s growth. Strong partnership and trust between HR, executive leadership and plant management. Position Requirements Travel occasionally to Imprimus facilities; travel is expected to be minimal based on business need. Work collaboratively with employees and leaders across multiple locations and time zones. Handle confidential and sensitive matters professionally. Prioritize competing demands and meet payroll, benefits, compliance and operational deadlines. #J-18808-Ljbffr