HR Director

Key Responsibilities

• Partner with the team to design and implement HR strategies aligned with business objectives.
• Serve as a trusted advisor on workforce planning, organizational design, and people-related decisions.
• Use HR data and analytics to identify trends, surface insights, and make recommendations.
• Directly supervise and develop a team of HR professionals.
• Set clear performance expectations, conduct regular 1:1s, and deliver annual performance reviews.
• Delegate work effectively while maintaining accountability for team output.
• Oversee full-cycle recruiting strategy and ensure a consistent, high-quality candidate experience.
• Lead workforce planning efforts in partnership with department leaders.
• Design and manage effective employee retention initiatives, including engagement surveys and action planning.
• Serve as a resource for complex employee relations matters, investigations, and conflict resolution.
• Ensure organizational compliance with federal, state, and local employment laws and regulations.
• Maintain and update HR policies, the employee handbook, and internal processes.
• Liaise with outside employment counsel.
• Partner with finance on budgeting for HR-related expenses.
• Oversee benefits administration and vendor relationships.
• Support the design and execution of performance management processes.
• Serve as the organizational steward of company culture, ensuring that Tri Delta’s Staff Values are highly visible and reflected in practices and procedures.
• Execute internal communications that keep employees informed and connected.
• Support employees’ personal and professional development across the organization.
• Fulfill professional expectations of all Tri Delta employees.
• Abide by and lead others in Tri Delta’s project management process and practices.
• Receive and act on feedback; focus on self-development to become the best version of yourself.

Qualifications

• Bachelor’s degree, preferably with human resources concentration or similar discipline.
• At least seven years of progressive HR experience, with at least two years in a leadership role.
• Demonstrated knowledge of employment law and HR best practices.
• Strong interpersonal, communication, and conflict resolution skills.
• Proficiency with HRIS platforms and Microsoft Office.
• Experience creating and developing processes.