Human Resources Director

As the Director of Human Resources with Vision Media, you will report directly to the President and have the responsibility for developing and implementing this new role in a rapidly growing and thriving agency. The right person for this job finds deep fulfillment in growing, supporting, and equipping the team to achieve their highest potential. The primary objective as Director of HR is to mentor and manage employee development, inspire healthy communication and internal relationships, ensure legal compliance, and drive overall alignment with the Vision Media growth goals and cultural priorities. Your work will focus on the individual staff and contractors who skillfully and willingly serve our valued clients with their unique expertise and talents. Our work culture is designed to listen and care for each person. We are made better by our collective diversity and the unique strengths each of us contributes to make the company, service to our clients, and each other better. We are always learning and improving, and your role is to help guide our growth with wisdom and humility. Key Responsibilities Senior Leadership Advisory: You are a member of the Vision Media Senior Leadership Team and will participate at the leadership table as the HR specialist point of expertise. Your responsibilities include support and resources for executive development and advocating for HR priorities. You will provide points of view on organizational design, larger skill development priorities, and the change management needed for each stage of company growth. Learning and Development: As a company, everyone should have updated job descriptions and meet quarterly with their managers for goal setting and 90‑day reviews. Your role will expand on this process and ensure every employee has a vision and measurable learning management plan in their development, in support of their team, other department teams, and client support. You will work to ensure all VM teams interact and engage with their internal counterparts with increasing motivation and skills through interactive dialogues. You will use resources such as the Birkman Method and Clifton Strengths to coach positive behavior and career development. Develop and deliver a range of innovative employee training programs, including new supervisor development, performance management, HRIS utilization, and state‑mandated compliance training. Partner with the leadership team to evaluate the impact of training programs on employee skills and business objectives. Recruiting and Onboarding: Manage end‑to‑end recruitment and hiring cycles for assigned roles, primarily supporting hiring leaders in their staffing needs. This includes developing job descriptions, sourcing a diversity of candidates through recruiting channels and local networks, screening applications, conducting interviews, and coordinating with hiring leaders to extend offers. Develop and manage Vision Media onboarding plans, including onboarding training links for long‑term individual development and ensure learning is continuously adapting to rapidly growing and changing workflow experience. Employee Relations: Serve as a trusted advisor and first point of contact for employees and managers on a variety of HR‑related topics. You understand that employee satisfaction ultimately drives profitability by reducing turnover and improving workforce efficiency. You know that work cultures are enhanced and strengthened often in moments of trust, engendering communications and behaviors. You will conduct thorough, fair, and objective employee relations investigations, resolve conflicts, and guide disciplinary actions in compliance with company policy and legal requirements as needs arise. Oversee employee disciplinary meetings, terminations, and investigations. You’ll track accommodation requests and coordinate with managers to achieve the most positive outcome for their teams. Finally, you’ll conduct exit interviews and bring recommended improvements to all of Vision Media’s work culture and supportive employee engagement. Ensure compliance: Maintain up‑to‑date knowledge of employment laws and regulations to ensure all training content is compliant and effectively communicated to employees and leaders. Review and validate ongoing job descriptions and all available HR resources for employees at all levels of employee engagement. Total Rewards: Lead the annual open enrollment process and drive strategic benefits initiatives. This includes developing clear communication plans, facilitating employee education, and identifying opportunities to streamline administrative workflows for greater efficiency. Review compensation and total rewards packages ongoing with the President, including ESOP cultural readiness and development to maintain a competitive base and incentive pay for employee recognition and retention. Your Qualifications Proven Experience: A minimum of 10 years progressive HR generalist leadership experience, ideally within a media or advertising environment, but not required. Strong Communicator: An approachable and professional demeanor with excellent interpersonal and written communication skills. Growth Mindset: The belief that abilities, intelligence, and talents can be developed through dedication and work. We grow and are made better through every challenge we encounter. Passion for People: A genuine interest in building a positive, varied, and inclusive company culture where every employee knows they are valued. You listen to understand, and you speak to bring value within our work culture. You engender trust as part of your personal values. Strong Entrepreneurial Instincts: Ability to multi‑task and use anticipatory skill to adapt in support of the success available to skilled leaders who can build foundational strengths and innovate in future growth stages. Solutions through Systems: Experience building an HR presence as a strong champion and supporter of people. As a member of a leadership team have provided innovative ideas, solutions, and employee development assurances. We want someone who can build repeatable systems and processes for people. Expert Knowledge: A solid understanding of employee relations, recruitment best practices, and federal and appropriate state employment laws. Tech Savvy: You possess ongoing learning in digital fluency and working familiarity with HR software tools. Professional Certification: SPHR or SHRM‑SCP desired. #J-18808-Ljbffr