Human Resources Director

1 day ago Be among the first 25 applicants Final compensation dependent on location, education, experience, and background Director of Human Resources Reports to: RSG SVP of Human Resources Direct Reports: Yes Location: Hudson, WI Employment Type: Full Time Position Summary: The Director of Human Resources is essential to RSG's business strategy and long-term success. As a member of the leadership team, the Director of HR should embody humility and engagement, focusing on problem-solving and fostering a high-performance culture. Key responsibilities include establishing and maintaining open, transparent communication with employees, collaborating with business leaders and front-line supervisors to promote a productive and engaged workplace, and aligning HR initiatives with RSG’s business goals. Additionally, the Director of HR will oversee various functions such as talent management, organizational development, employee relations, training and development, recruitment, safety, and benefits management. The Director of HR is like the secret sauce in RSG's recipe for success and growth! As a superstar on the leadership squad, this HR hero needs to wear humility like a cape and be all about tackling challenges while crafting a culture that screams high performance. Keeping the communication lines wide open with employees, teaming up with business wizards and front-line champs to create a buzzing workplace, and showing how HR magic links to RSG’s big dreams. This HR dynamo will juggle everything from talent management and employee relations to training, recruitment, safety, and benefits like a pro! Duties and Responsibilities: Develops and executes HR strategies that align with RSG’s business objectives, supporting workforce planning and company growth. Produces workforce analytics reports, including turnover trends, headcount forecasting, and retention analysis, providing actionable recommendations to leadership. Leads strategic talent planning, including succession planning, skills gap analysis, and leadership development programs. 2. Talent Management & Employee Engagement Designs and implements structured performance management programs, ensuring goal setting, feedback mechanisms, and annual evaluations are effectively executed. Develops employee engagement initiatives, including surveys, feedback analysis, and action plans to enhance workplace satisfaction and productivity. Supports the full-cycle recruitment process for key positions, partnering with hiring managers to refine job descriptions, improve selection processes, and enhance employer branding. 3. HR Compliance & Risk Management Ensures compliance with all federal, state, and local employment laws, wage regulations, and workplace safety policies. Conducts internal HR audits and develops compliance reports to mitigate legal risks and maintain regulatory adherence. Oversees Affirmative Action Plans (AAP) and Equal Employment Opportunity (EEO) initiatives, ensuring company policies align with diversity and inclusion goals. 4. Compensation, Benefits & HR Technology Leads compensation analysis efforts, providing data-driven recommendations to ensure competitive salary structures and benefits offerings. Optimizes HR budgeting, benefits administration, and cost-effective talent retention strategies. Supports the function of HR technology, including ADP Workforce HRIS, for process automation, reporting, and employee self-service enhancements. 5. Training & Organizational Development Supports HR training programs for managers and employees on leadership, compliance, and performance management. Facilitates Gallup Strengths and Clifton assessments, providing coaching and training to integrate strengths-based development into company culture. Assists in structured onboarding programs that enhance new hire retention and accelerate employee ramp-up time. Knowledge, Skills, and Abilities: Ability to think critically, recognize connections, translate goals into action, and use sound judgment to make choices in alignment with strategy and company culture/values. Strong problem-solving skills and ability to think outside of the box, bringing new ideas and concepts to the table. Ability to build and foster strong partnerships with employees at all levels. Solid interpersonal, verbal, and presentation skills with the ability to engage with others authentically, establish trust, and build long-lasting relationships - influence at all levels. Experienced organizational and time management skills; multi-tasking and prioritizing, planning work activities efficiently to meet deadlines and high-level goals; managing multiple projects simultaneously. Proficiency in ADP Workforce HRIS preferred but not required. Proficient with or the ability to quickly learn payroll management, human resource information systems (HRIS), and similar computer applications. Requirements: Bachelor’s degree in human resources, Business, or related field of discipline. Proven experience as HR Director with 5- 7 years in a manufacturing environment. PHR/SPHR or SHRM-CP/SHRM-SCP preferred. Knowledge of federal, state, and local employment laws and wage and hour laws and regulations. Familiarity with Lean Manufacturing principles a plus. Advanced computer skills in MS Word, Excel, PowerPoint and Power BI Familiarity with Payroll and Time & Attendance systems. Excellent presentation skills at all levels of the organization A business acumen partnered with attention to the human element Knowledge of data analysis and reporting Outstanding communication and interpersonal skills Diligent and firm with high ethical standards Strong federal and state employment law knowledge. RSG is an EEO employer as defined by the EEOC. Seniority level

Seniority level Director Employment type

Employment type Full-time Job function

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