Horsburgh & Scott Company
The Director of Human Resources is a strategic leader responsible for developing and executing HR strategies that support the organization’s strategies, culture, and long‑term goals. This role oversees all aspects of human resources operations, including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development. The Director partners closely with executive leadership to cultivate a high‑performing, inclusive, engaged workforce, as well as all other duties as assigned.
Develop and implement HR strategies aligned with organizational goals.
Advise senior leadership on workforce planning, organizational structure, and change management.
Lead initiatives that strengthen company culture and employee engagement.
Talent acquisition & management
Oversee full‑cycle recruitment to attract and retain top talent.
Establish effective onboarding programs that promote early employee success.
Guide managers in performance management, coaching, and talent development.
Employee Relations
Serve as a trusted advisor on complex employee relations issues. Ensure consistent and fair application of policies and procedures. Foster an environment that encourages communication, collaboration, and conflict resolution. Develop competitive compensation structures aligned with market trends. Oversee administration of employee benefits programs. Ensure pay equity and compliance with compensation regulations. Compliance & Risk Management
Maintain compliance with all federal, state, and local employment laws. Ensure accurate and timely reporting, recordkeeping, and audits. Mitigate organizational risk through effective policy development and training. Primary Responsibilities
Training & Development
Identify, create and administer learning and development programs. Support leadership development and succession planning efforts. Promote continuous improvement and professional growth across the organization. HR Operations
Oversee HR systems, data accuracy, and reporting. Manage vendor relationships and evaluate HR systems. Develop and maintain HR metrics to support data‑driven decision‑making. Qualifications & Experience
Bachelor’s degree in human resources, business administration, or related field (master’s preferred). Minimum of eight years of progressive HR experience, with at least three years in a leadership role. HR Certifications (SHRM‑SCP, SPHR) are strongly preferred. Experience in a manufacturing environment preferred. Strong knowledge of employment law and HR best practices. Exceptional leadership, communication, and interpersonal skills. Ability to balance strategic vision with hands‑on execution. Proven success in managing organizational change and driving cultural initiatives. Excellent analytical skills, with the ability to interpret HR metrics and insights. Must be able to perform the essential functions of the position with or without accommodation.
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Serve as a trusted advisor on complex employee relations issues. Ensure consistent and fair application of policies and procedures. Foster an environment that encourages communication, collaboration, and conflict resolution. Develop competitive compensation structures aligned with market trends. Oversee administration of employee benefits programs. Ensure pay equity and compliance with compensation regulations. Compliance & Risk Management
Maintain compliance with all federal, state, and local employment laws. Ensure accurate and timely reporting, recordkeeping, and audits. Mitigate organizational risk through effective policy development and training. Primary Responsibilities
Training & Development
Identify, create and administer learning and development programs. Support leadership development and succession planning efforts. Promote continuous improvement and professional growth across the organization. HR Operations
Oversee HR systems, data accuracy, and reporting. Manage vendor relationships and evaluate HR systems. Develop and maintain HR metrics to support data‑driven decision‑making. Qualifications & Experience
Bachelor’s degree in human resources, business administration, or related field (master’s preferred). Minimum of eight years of progressive HR experience, with at least three years in a leadership role. HR Certifications (SHRM‑SCP, SPHR) are strongly preferred. Experience in a manufacturing environment preferred. Strong knowledge of employment law and HR best practices. Exceptional leadership, communication, and interpersonal skills. Ability to balance strategic vision with hands‑on execution. Proven success in managing organizational change and driving cultural initiatives. Excellent analytical skills, with the ability to interpret HR metrics and insights. Must be able to perform the essential functions of the position with or without accommodation.
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