MC Companies
Strategic Leadership & Organizational Alignment
Develops and drives the company’s HR vision, strategy, and annual operating plans in alignment with organizational goals, culture, and growth priorities.
Serves as the primary advisor to the Executive Team on workforce planning, organizational design, leadership development, change management, and employee engagement.
Anticipates organizational needs and proactively recommends strategies to strengthen culture, employee retention, talent pipelines, operational efficiency, and legal compliance.
Leads cross-functional initiatives that enhance organizational performance, strengthen communication, and support a cohesive company-wide employee experience.
HR Operations & Optimization
Provides management, oversight, support and / or execution for all core HR operations, including talent acquisition, employee relations, benefits, compensation, HRIS, payroll, and compliance.
Continuously evaluates and enhances HR systems, processes, workflows, and technology solutions to improve scalability, effectiveness, and service delivery including through the use of AI tools.
Oversees development and maintenance of organizational policies and the employee handbook; ensures policies are consistent, legally compliant, and aligned with company values.
Ensures accurate and timely payroll and benefits administration through direct oversight of HR operations teams.
People Leadership & Team Development
Leads, mentors, and develops the HR team, creating a high-performance culture grounded in accountability, collaboration, professional growth, and service excellence.
Aligns HR team goals and service standards with organizational priorities to ensure high-quality, responsive support to all employees.
Creates and champions HR team development plans, upskilling initiatives, and succession plans to strengthen HR capabilities and future readiness.
Talent Acquisition, Workforce Planning & Development
Partners with Talent Acquisition to build and sustain strong recruitment, talent assessment, and pipeline strategies that enable proactive hiring and organizational growth.
Oversees the creation and maintenance of equitable, competency-based hiring practices, ensuring an exceptional candidate journey and consistent hiring standards across departments.
Leads strategic workforce planning and analysis efforts; assesses future talent needs and implements long-term strategies for leadership development, career progression, and succession planning.
Collaborates with key leaders to enhance performance management processes, coaching practices, and leadership development programs.
Employee Relations & Culture Stewardship
Leads the most complex employee relations cases from investigation through resolution, ensuring balanced outcomes aligned with employment law, organizational policies, and cultural expectations.
Serves as a cultural ambassador, strengthening employee engagement, communication, inclusion, and morale across all locations.
Provides coaching to leaders on effective people management, conflict resolution, employee motivation, and performance improvement.
Risk Management, Compliance & Legal Coordination
Ensures full organizational compliance with federal, state, and local labor laws; mitigates risk through policies, training, and proactive oversight.
Consults with outside legal counsel as needed on sensitive or complex HR matters.
Oversees workers’ compensation, unemployment, leaves of absence, workplace safety matters, and related regulatory requirements.
Ensures accurate recordkeeping and compliance documentation across all HR functions.
Compensation, Benefits & Vendor Management
Oversees compensation strategy, ensuring market competitiveness, internal equity, and alignment with organizational philosophies.
Recommends and implements improvements to compensation structures, pay practices, and merit / equity review processes.
Manages external benefits and HR service vendors, ensuring cost-effective, high-quality support and excellent employee service.
Provides executive oversight for annual benefits renewal processes, compensation cycles, and HR program evaluations.
Competencies
Strategic Thinking & Business Acumen – Understands organizational dynamics and develops strategies that enable long-term success.
Critical Thinking & Problem-Solving – Evaluates complex issues, identifies root causes, and develops innovative, compliant solutions.
Change Leadership – Guides teams through organizational change with clarity, communication, and empathy.
Analytical Skill – Interprets data to drive decision-making, identify trends, and recommend actionable solutions.
Executive Communication – Communicates clearly and effectively with stakeholders at all levels, including the Executive Leadership Team and Board.
Interpersonal Savvy – Builds trust, credibility, and strong working relationships across all levels of the organization.
Organizational Support – Aligns HR programs with strategic goals; implements structure and processes to support organizational growth.
Adaptability – Navigates a dynamic and fast-paced environment with resilience and flexibility.
Service Orientation – Provides high-quality support to employees and leaders; models a servant leadership approach.
Team Leadership & Development – Coaches and develops HR staff to reach their full potential.
Supervisory Responsibilities Manages employees on the Human Resources team and carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; and addressing complaints and resolving problems.
Interviewing, hiring, and onboarding HR team members
Coaching, developing, and evaluating performance
Delegating and directing work
Rewarding and disciplining employees
Building bench strength and succession plans within the HR team
Supporting conflict resolution and problem-solving within the department
Qualification
Education / Certification: Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.
Experience: Minimum 7–10 years of progressive HR experience; at least 3–5 years in a Director-level or senior HR leadership role; experience leading an HR function for a multi-site organization preferred.
Knowledge: Expert-level understanding of HR principles, employment law, and regulatory compliance.
Skills: Demonstrated ability to lead both strategic planning and hands‑on execution.
Additional Requirements: Advanced proficiencies with Microsoft Office programs such as Word and Excel; comprehensive HRIS platforms experience, preferably UKG; Web / AI-based HR tool utilization in areas such as payroll and benefits administration, performance management, employee feedback, learning and development, and employee engagement.
Ability to maintain a consistent work schedule.
Valid driver’s license.
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Develops and drives the company’s HR vision, strategy, and annual operating plans in alignment with organizational goals, culture, and growth priorities.
Serves as the primary advisor to the Executive Team on workforce planning, organizational design, leadership development, change management, and employee engagement.
Anticipates organizational needs and proactively recommends strategies to strengthen culture, employee retention, talent pipelines, operational efficiency, and legal compliance.
Leads cross-functional initiatives that enhance organizational performance, strengthen communication, and support a cohesive company-wide employee experience.
HR Operations & Optimization
Provides management, oversight, support and / or execution for all core HR operations, including talent acquisition, employee relations, benefits, compensation, HRIS, payroll, and compliance.
Continuously evaluates and enhances HR systems, processes, workflows, and technology solutions to improve scalability, effectiveness, and service delivery including through the use of AI tools.
Oversees development and maintenance of organizational policies and the employee handbook; ensures policies are consistent, legally compliant, and aligned with company values.
Ensures accurate and timely payroll and benefits administration through direct oversight of HR operations teams.
People Leadership & Team Development
Leads, mentors, and develops the HR team, creating a high-performance culture grounded in accountability, collaboration, professional growth, and service excellence.
Aligns HR team goals and service standards with organizational priorities to ensure high-quality, responsive support to all employees.
Creates and champions HR team development plans, upskilling initiatives, and succession plans to strengthen HR capabilities and future readiness.
Talent Acquisition, Workforce Planning & Development
Partners with Talent Acquisition to build and sustain strong recruitment, talent assessment, and pipeline strategies that enable proactive hiring and organizational growth.
Oversees the creation and maintenance of equitable, competency-based hiring practices, ensuring an exceptional candidate journey and consistent hiring standards across departments.
Leads strategic workforce planning and analysis efforts; assesses future talent needs and implements long-term strategies for leadership development, career progression, and succession planning.
Collaborates with key leaders to enhance performance management processes, coaching practices, and leadership development programs.
Employee Relations & Culture Stewardship
Leads the most complex employee relations cases from investigation through resolution, ensuring balanced outcomes aligned with employment law, organizational policies, and cultural expectations.
Serves as a cultural ambassador, strengthening employee engagement, communication, inclusion, and morale across all locations.
Provides coaching to leaders on effective people management, conflict resolution, employee motivation, and performance improvement.
Risk Management, Compliance & Legal Coordination
Ensures full organizational compliance with federal, state, and local labor laws; mitigates risk through policies, training, and proactive oversight.
Consults with outside legal counsel as needed on sensitive or complex HR matters.
Oversees workers’ compensation, unemployment, leaves of absence, workplace safety matters, and related regulatory requirements.
Ensures accurate recordkeeping and compliance documentation across all HR functions.
Compensation, Benefits & Vendor Management
Oversees compensation strategy, ensuring market competitiveness, internal equity, and alignment with organizational philosophies.
Recommends and implements improvements to compensation structures, pay practices, and merit / equity review processes.
Manages external benefits and HR service vendors, ensuring cost-effective, high-quality support and excellent employee service.
Provides executive oversight for annual benefits renewal processes, compensation cycles, and HR program evaluations.
Competencies
Strategic Thinking & Business Acumen – Understands organizational dynamics and develops strategies that enable long-term success.
Critical Thinking & Problem-Solving – Evaluates complex issues, identifies root causes, and develops innovative, compliant solutions.
Change Leadership – Guides teams through organizational change with clarity, communication, and empathy.
Analytical Skill – Interprets data to drive decision-making, identify trends, and recommend actionable solutions.
Executive Communication – Communicates clearly and effectively with stakeholders at all levels, including the Executive Leadership Team and Board.
Interpersonal Savvy – Builds trust, credibility, and strong working relationships across all levels of the organization.
Organizational Support – Aligns HR programs with strategic goals; implements structure and processes to support organizational growth.
Adaptability – Navigates a dynamic and fast-paced environment with resilience and flexibility.
Service Orientation – Provides high-quality support to employees and leaders; models a servant leadership approach.
Team Leadership & Development – Coaches and develops HR staff to reach their full potential.
Supervisory Responsibilities Manages employees on the Human Resources team and carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; and addressing complaints and resolving problems.
Interviewing, hiring, and onboarding HR team members
Coaching, developing, and evaluating performance
Delegating and directing work
Rewarding and disciplining employees
Building bench strength and succession plans within the HR team
Supporting conflict resolution and problem-solving within the department
Qualification
Education / Certification: Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.
Experience: Minimum 7–10 years of progressive HR experience; at least 3–5 years in a Director-level or senior HR leadership role; experience leading an HR function for a multi-site organization preferred.
Knowledge: Expert-level understanding of HR principles, employment law, and regulatory compliance.
Skills: Demonstrated ability to lead both strategic planning and hands‑on execution.
Additional Requirements: Advanced proficiencies with Microsoft Office programs such as Word and Excel; comprehensive HRIS platforms experience, preferably UKG; Web / AI-based HR tool utilization in areas such as payroll and benefits administration, performance management, employee feedback, learning and development, and employee engagement.
Ability to maintain a consistent work schedule.
Valid driver’s license.
#J-18808-Ljbffr