Director of Human Resources

Responsibilities

• Serve as the lead HR partner for the assigned division, providing strategic and operational HR guidance to the Division Vice President and divisional leadership team, and provide leadership, direction, coaching, and support to assigned HR staff.
• Partner with the CHRO to implement Seven Hills-wide HR strategies, policies, initiatives, and priorities within the division.
• Translate organizational HR strategy into practical division-level workforce plans and solutions.
• Identify workforce trends, risks, and opportunities and recommend proactive strategies to address staffing, retention, employee engagement, compliance, and leadership needs.
• Support organizational change initiatives, including restructuring, role redesign, workforce transitions, and process improvements.
• Prepare compliance reports including but not limited to Equal Employment Opportunity (EEO), Occupational Safety and Health Administration (OSHA), and Worker’s Compensation.
• Analyze wage and salary trends, and coordinate salary surveys to determine competitive compensation plan.
• Promote consistent HR practices across the organization while recognizing the operational needs of the assigned division.
• Build strong, collaborative relationships with the Division Lead, operational leaders, managers, employees, and the HR department.
• Facilitate communication between divisional leadership and centralized HR functions, including recruitment, benefits, compensation, employee relations, learning and development, HRIS, and compliance.
• Provide consultation to leaders and managers on labor and employee relations matters, grievance resolution, collective bargaining, performance concerns, corrective action, workplace conduct, conflict resolution, union contract and policy interpretation.
• Review and guide documentation related to performance management, disciplinary action, investigations, workplace concerns, and employment decisions.
• Cover workplace investigations, as assigned, and ensure appropriate follow-up and documentation.
• Use HR metrics and workforce data to identify trends, evaluate risks, and support decision making.

Qualifications

• Education & Experience: Bachelor's degree in human resources, Business Administration, Organizational Development, Public Administration, or related field required. Minimum of 7 years of progressive human resources experience, including significant experience in labor and employee relations, performance management, workforce planning, compliance, and leadership consultation. Minimum of 3 years of HR leadership or supervisory experience with knowledge of federal and state employment laws and HR best practices required.
• Skills & Knowledge: Proficiency with HRIS platforms, Microsoft Office, reporting tools, and HR data analysis. Professional HR certifications are preferred. Valid driver’s license required