Director, Human Resources

Responsibilities

• Manager Advisory & Employee Relations (Company-Wide & Onsite)
• Serve as the primary HR Business Partner and trusted advisor to all managers and directors across the organization, coaching them on performance management, documentation, PIPs, and terminations.
• Provide dedicated, high-touch onsite HRBP support to the Member Services department in Chapel Hill, deeply understanding their unique operational workflows and frontline team dynamics.
• Lead workplace investigations and resolve employee relations issues with sound judgment, empathy, and appropriate urgency. Partner with legal counsel on complex ER matters as needed.
• People Operations, Analytics & Team Leadership
• Directly manage, mentor, and develop the HR Coordinators, who own the company-wide administrative and data layer (including HR Jira tickets, UKG Ready workflows, and digital I-9 compliance) as well as support talent management and recruitment.
• Maintain data integrity across our HRIS (UKG Ready) and Google Drive. Oversee regular system and annual HR audits to ensure compliance with record retention schedules and I-9 requirements.
• Oversee the creation of regular people data reports and dashboards (headcount, attrition, DEIB metrics) to provide analytical workforce snapshots for leadership.
• Compliance & Policy
• Ensure strict compliance with federal and state employment laws; manage required postings, trainings, and filings.
• Own the employee handbook, managing annual reviews, updates, and manager communications.

Requirements

• 7+ years of progressive HR experience, with at least 3 years in an HRBP, HR Manager/Senior Manager, or HR Director role at a company with >250 employees (500+ preferred).
• Strong data and analytical skills with fluency in using spreadsheets (Google Sheets preferred) for complex reporting, data cleaning, analysis, and dashboard generation.
• Proven project and program management skills, with a track record of driving HR initiatives from conception to successful company-wide implementation.
• Deep experience in employee relations, including conducting formal investigations and advising managers through difficult conversations; experience with both exempt and non-exempt workforces is a strong plus.
• Strong command of federal and state employment law with the practical ability to apply it to real-world scenarios.
• Proficiency with HRIS platforms (UKG experience is a plus).
• Demonstrated comfort using AI tools in day-to-day work; evidence of having used AI to automate workflows or tasks; ability to evaluate HR-specific AI solutions with an eye toward both efficiency and risk (bias, data privacy, compliance).
• High emotional intelligence and exceptional communication skills—you can deliver hard messages clearly and with care.
• SHRM-SCP or SPHR certification preferred.