Human Resources Director

Role overview

The Human Resources Director will set the direction for the company’s people strategy and ensure smooth delivery of essential HR operations. This position covers the full HR spectrum, including hiring, employee relations, performance management, compensation and benefits, payroll oversight, workers’ compensation, return-to-work initiatives, compliance, and organizational development.

As a senior member of the Leadership Team, this person will work closely with business leaders to align HR practices with company objectives while helping build a positive, inclusive, and high-performing workplace. The role also carries overall responsibility for HR results across the organization and for guiding the HR team.

Key responsibilities

Strategic HR leadership

• Create, align, and execute HR plans and initiatives that support the organization’s goals and values.
• Act as a dependable advisor to leaders on employee and workplace matters.
• Review workforce patterns and HR data to support better business decisions.
• Contribute actively as part of the Leadership Team to strengthen strategy, culture, and performance.

Talent acquisition and workforce planning

• Lead recruiting, interviewing, and hiring activities.
• Work with leaders on staffing plans and succession development.
• Oversee onboarding so new hires have a strong experience across all shifts.

Employee relations and engagement

• Handle employee issues, conduct investigations, and support fair, timely resolutions.
• Advance engagement, morale, and retention efforts.
• Coach managers on people management and conflict handling.

Performance management and development

• Guide the company’s performance management approach, including reviews and goal-setting.
• Support development programs for leaders and employees.
• Identify learning needs and oversee training and development initiatives across the business.

Payroll, compensation, and benefits

• Oversee payroll to ensure it is accurate, timely, and compliant.
• Direct compensation and benefits administration.
• Make sure pay practices are competitive, fair, and consistent with company policy.

Workers’ compensation and return-to-work

• Manage workers’ compensation claims, including reporting, records, and carrier coordination.
• Build and administer return-to-work and modified duty programs.
• Partner with managers to support safe and efficient employee transitions back to work.

Compliance and risk management

• Maintain compliance with federal, state, and local employment laws.
• Keep policies, handbooks, and HR procedures current.
• Handle audits, reporting, and employment records/documentation.

Culture and change leadership

• Support a respectful, safe workplace grounded in company values.
• Lead change management and continuous improvement efforts across the enterprise.

Required qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related area.
• 10–12+ years of progressive HR experience, with exposure to employee relations, payroll oversight, and compliance.
• Strong understanding of employment law and HR best practices.
• Proven success working with senior leaders and shaping organizational outcomes.
• Experience leading HR teams and influencing HR strategy.

Preferred qualifications

• Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
• Background managing workers’ compensation and return-to-work programs.
• Experience in manufacturing, operations, or multi-site organizations.
• Exposure to HRIS tools, payroll systems, and HR analytics.

Core competencies

• Strong communication and interpersonal skills.
• High standards of judgment, discretion, and professionalism.
• Solid problem-solving and conflict-resolution ability.
• Strong organization and project management skills.
• Mindset focused on continuous improvement.
• Strategic leadership and enterprise-level thinking.

Why this role stands out

• Opportunity to shape people strategy and workplace culture as part of the Leadership Team.
• Collaborative leadership environment.
• Competitive compensation and benefits.
• Strong commitment to employee development and operational excellence.