Job Description

The Director of Human Resources partners closely with the CHRO to support and execute the organization’s human resources strategy. This role supports leadership across core HR functions, including employee relations, talent acquisition partnership, benefits, compliance, workforce planning, performance management, HR systems, and process automation.

The Director serves in a strategic and operational role, ensuring HR programs and infrastructure are scalable, data-informed, and positioned to support future organizational growth. This role will help advance HR systems, reporting capabilities, and process automation to improve efficiency and the overall Colleague experience.

EDUCATION AND EXPERIENCE: Bachelor’s degree in human resources, Business Administration, or related field. 15+ years in management level position with HR generalist experience. SPHR or SHRM-SCP certification preferred.

SKILLS/COMPETENCIES REQUIREMENTS:

• Strategic mindset with ability to support and execute HR initiatives aligned with business objectives.
• Strong knowledge of employment law, regulatory compliance, and multi-state HR practices.
• Executive presence with experience advising senior leaders and influencing across departments.
• Experience in organizational design, workforce planning, and succession planning support.
• Proven ability to lead and develop HR teams, systems, and scalable processes.
• Solid financial acumen including staff planning, budgeting partnership, and compensation program oversight.
• Data-driven decision-making capability with ability to translate workforce metrics into actionable insights.
• Proficiency in HRIS platforms (UKG or similar) with experience leveraging technology for reporting, workflow optimization, and process automation.
• Demonstrated adaptability toward emerging technologies and digital tools impacting HR operations.
• High integrity, strong judgment, and ability to manage confidential and sensitive matters.
• Experience supporting change management and operational transformation initiatives.
• Strong interpersonal skills with ability to coach managers and influence without direct authority.
• Operational discipline with strong prioritization, organization, and attention to detail.

KEY RESPONSIBILITIES:

Strategic HR Partnership

• Partner with the CHRO to implement HR initiatives aligned with business objectives.
• Translate organizational priorities into scalable HR processes and practical solutions.
• Support workforce planning, organizational design, and change management efforts.
• Provide cross-functional HR leadership to ensure consistency, alignment, and operational effectiveness.
• Provide leadership support and oversight for payroll, benefits, training and development, and recruiting functions to ensure alignment with organizational goals and operational effectiveness.

Benefits Strategy & Oversight

• Provide strategic oversight of 401(k) and health & welfare programs, ensuring alignment with organizational goals.
• Partner with leadership and benefits manager to align benefit program strategy, cost management, and compliance priorities.
• Maintain accountability for benefits-related compliance and risk mitigation (ERISA, ACA, COBRA, Paid Leave, FMLA, etc.) and Fiduciary oversight.
• Collaborate with brokers and external advisors to evaluate market trends, plan competitiveness, and cost strategy.
• Guide vendor selection, contract negotiations, and vendor performance reviews.
• Monitor utilization, cost drivers, and program effectiveness, advising leadership on strategic adjustments as needed.

Compliance & Risk Management

• Ensure compliance with multi-state employment laws and regulatory requirements.
• Partner with Legal to manage investigations, mitigate organizational risk, and reinforce consistent HR practices.
• Support audit readiness and oversee corrective action planning where necessary.
• Maintain strong documentation standards and internal controls across HR operations.

HR Technology

• Lead optimization of HR systems (UKG or similar), reporting capabilities, and workflow efficiency initiatives.
• Identify opportunities to enhance recruiting, onboarding, analytics, and Colleague self-service through thoughtful use of technology and process improvements while retaining colleague service levels.
• Partner cross-functionally to evaluate and implement HR systems and digital tools that support operational effectiveness.
• Ensure technology solutions align with compliance requirements, data privacy standards, and organizational policies.
• Drive continuous process improvement initiatives that enhance efficiency, accuracy, and scalability across HR operations.

Data & Analytics

• Leverage workforce metrics to inform leadership decision-making.
• Develop dashboards and reporting tools that provide actionable insights on engagement, turnover, performance, and talent trends.
• Promote data-driven HR culture.

Employee Relations & Leadership Support

• Serve as senior advisor to managers on employee relations, performance management, and complex workplace matters.
• Partner with Legal on investigations and risk mitigation.

• Reinforce consistent and compliant HR practices across departments.
• Maintain strong documentation and governance standards.

Talent & Organizational Development

• Collaborate on talent acquisition strategy and leadership development initiatives.
• Support succession planning and retention strategies.

• Champion engagement initiatives that strengthen culture and accountability.