Overview
Market Director, Performance Excellence - Direct Hire -Accounting & Finance | Human Resources | Supply Chain & Logistics | Engineering
The Director of Human Resources is a key member of the senior leadership team, responsible for planning, directing, and coordinating all human resources management activities. This role involves overseeing HR policies, procedures, and initiatives to ensure legal compliance, drive organizational effectiveness, and create a positive and inclusive work environment. The Director of HR leads the HR team and partners with executives and departmental managers to develop and execute human capital strategies.
Responsibilities
Strategic leadership and planning
- Collaborate with senior management to define and execute HR strategies that support the company's overall business objectives and long-term growth.
- Analyze HR metrics and reports, using data to inform decision-making, anticipate staffing needs, and drive continuous improvement.
- Manage the HR department's annual budget, including forecasting requirements and allocating resources efficiently.
Talent acquisition and management
- Develop and implement comprehensive talent acquisition and retention strategies to attract, recruit, and onboard top-tier talent.
- Oversee the entire employee lifecycle, from recruitment and onboarding to offboarding, ensuring a smooth and positive experience.
- Direct and enhance the performance management system, providing guidance and training to managers to ensure constructive feedback, goal-setting, and career pathing.
- Lead succession planning efforts to ensure the development of future leaders and organizational continuity.
Compliance and risk management
- Maintain thorough knowledge of federal, state, and local employment laws and regulations, and ensure all HR processes and policies are compliant.
- Proactively anticipate and resolve litigation risks by implementing clear systems for handling and investigating conflicts, grievances, and harassment or discrimination claims.
- Ensure that all employee records are accurate, confidential, and maintained in accordance with data protection regulations.
Employee relations and culture
- Serve as the primary point of contact for employee relations, mediating disputes and providing guidance to managers on sensitive matters.
- Cultivate a positive and inclusive organizational culture that promotes employee engagement, diversity, and wellness.
- Oversee the administration of employee benefits and compensation programs, including research and negotiation with vendors.
Training and development
- Design, implement, and oversee training and development programs to enhance employees' skills and career progression.
- Coach and mentor senior leadership and the HR team, fostering their professional development and growth.
Required skills and qualifications
- Education: Bachelor's degree in Human Resources, Business Administration, or a related field is required; a Master's degree is often preferred.
- Certifications: Professional HR certification (e.g., SHRM-SCP or SPHR) is highly desirable.
- Experience: A minimum of 7–10 years of progressive experience in human resources, with at least 3–5 years in a senior leadership or director-level role.
- Leadership: Proven leadership and managerial skills with the ability to inspire, motivate, and develop a high-performing team.
- Communication: Exceptional written and verbal communication and interpersonal skills, with the ability to build relationships at all levels.
- Problem-Solving: Strong analytical and problem-solving skills, with the ability to make sound decisions in complex and sensitive situations.
- Technical Proficiency: Proficiency with Human Resources Information Systems (HRIS), Microsoft Office Suite, and other HR-related software.
- Legal Expertise: Extensive knowledge of employment laws, labor relations, and HR best practices.