Director, Human Resources

Association for Materials Protection and Performance

JOB TITLE: Director, Human Resources
DIVISION: Human Resources Management
DEPARTMENT: Human Resources
REPORTS TO: VP of Culture & People
FLSA STATUS: Exempt

SUMMARY
The Director, Human Resources is responsible for aligning strategic business objectives with employees and management. The position reports to the VP of People & Culure to execute the organization's talent management strategy, compensation practices and pay-for-performance programs, and is an employee champion and change agent while promoting organizational excellence. The position manages HR efforts to advance the company's objectives and assesses and anticipates HR related needs, communicating those needs proactively with organizational leadership.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• Leads HR operations to advance company HR objectives. Recommends and helps implement approaches, policies, and procedures to drive continual improvements in efficiency of department and services performed.

• Guides the HR team on complex employee relations matters, including disciplinary meetings, terminations, and investigations, and serves as an escalation point when needed.
• Partners with organization's leadership to understand and execute the organization's HR and talent strategy. Advises and assists leaders on interpreting and applying policies, programs, and best practices.

• Guides the performance management program, including goal-setting cycle, performance review process, and calibration, to drive accountability and consistent execution across the organization.

• Leads compensation programs and pay-for-performance practices, including merit increase cycles, incentive plan execution, and market benchmarking data, to ensure consistent and compliant execution across the organization.

• Plans, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's HR compliance and strategy needs.

• Guides employee lifecycle programs delivered by the HR team, including recruiting, onboarding, career path planning, and exit activities for terminated staff.

• Partners with business leaders and employees to strengthen work relationships, build morale and engagement, and increase productivity and retention through coaching, counseling, and career development conversations.

• Maintains in depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance. Engages with legal counsel as needed.

• Maintains an effective level of business literacy about each assigned business unit's financial position, strategy, midrange plans, culture, and competition. Provides guidance and input on business unit restructures, workforce planning, and succession planning.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, compensation, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Works with the Leadership Team to build and leverage strategic, collaborative relationships.