Director of People

Key Responsibilities

• Lead a high-performing Human Resources team, including People Business Partners and HRIS professionals
• Drive the execution of HR programs, policies, and practices that support organizational goals and ensure consistent application across the company
• Establish departmental goals, metrics, and priorities aligned with strategic business objectives
• Partner with executive leadership to identify workforce needs, enhance organizational effectiveness, and support company growth
• Foster continuous learning and professional development within the HR team
• Manage relationships with external HR partners, including legal counsel, benefits consultants, insurance brokers, and third-party administrators
• Monitor emerging HR trends, regulatory developments, and best practices, providing recommendations to leadership as appropriate
• Prepare and present reports, analyses, and workforce insights that support strategic decision-making
• Collaborate with executive leadership to oversee employee support and recognition programs that strengthen employee engagement and culture
• Oversee performance management programs, including annual reviews, probationary evaluations, performance improvement plans, and employment separations
• Partner with leaders to develop and implement employee development initiatives that enhance performance and career growth
• Provide coaching and guidance to managers on performance management, employee relations, and corrective action processes
• Review and approve recommendations related to employee disciplinary actions and terminations
• Develop and implement employee relations strategies that foster engagement, accountability, and a positive workplace culture
• Advise leaders on employee relations matters, conflict resolution, and workplace investigations
• Ensure effective communication of HR policies, programs, and regulatory requirements throughout the organization
• Oversee workplace safety programs, workers' compensation processes, and compliance-related reporting
• Manage employee complaint and appeal processes with fairness, consistency, and confidentiality
• Lead the development and administration of compensation programs, salary structures, pay practices, incentive plans, and market-based compensation strategies
• Conduct market analyses and compensation benchmarking to ensure competitive and equitable pay practices
• Partner with external consultants as needed on executive compensation and specialized compensation initiatives
• Maintain compliance with all applicable federal, state, and local employment laws and regulations
• Serve as the primary liaison with employment counsel and government agencies on HR-related matters
• Develop and maintain policies, practices, and procedures that minimize organizational risk and support a compliant workplace

Qualifications

• Bachelor's degree or equivalent in Human Resources, Business, Organization Development (Master's degree preferred)
• Minimum 6-plus years of progressive leadership experience in Human Resources positions
• SPHR/PHR/SHRM-SCP strongly preferred
• Strong working knowledge of HR best practices as well as federal, state and local laws
• Proven ability to lead through periods of rapid growth, organizational change, and acquisitions
• Proven leadership skills with the ability to effectively prioritize, execute, and achieve strategic objectives
• Demonstrated track record of effectively advising and coaching leaders and employees on a wide range of HR matters
• Ability to collaborate well with employees at all levels of the organization to achieve the organizational strategic goals
• Highly organized and responsive to questions and concerns
• Excellent oral and written communication skills; ability to influence others and write reports, policies and procedures, etc.
• Strong analytical and research skills and ability to solve complex problems
• Ability to hold information confidential and demonstrate excellent judgment