Director, Human Resources

Position Purpose Section

The Director of Human Resources is a strategic and hands-on leader responsible for translating people strategy into consistent, effective HR practices that support business performance, team member experience, and organizational growth. This role leads day-to-day HR operations, including employee relations, talent acquisition, talent management, compliance, talent planning, total rewards, payroll processing and HR process improvement. Partnering closely with field and corporate leadership, the Director strengthens leadership capability, drives accountability for people-related outcomes, and develops the HR team. The role uses data, technology, and responsible innovation to simplify processes and improve how HR supports the business.

Essential Job Functions Section

Responsibilities

The incumbent must be able to perform all the following duties and responsibilities with or without reasonable accommodation.

• This is a hybrid role with 2 to 3 office days in Woodbury, Minnesota.
• Provides counsel to managers and team members regarding human resources policies, programs and procedures to ensure compliance and support with company guidelines, employment law, and company culture.
• Builds and executes an inclusive approach to talent management focused on talent planning, skills assessment, development, performance management, career/succession planning, talent mobility, and retention. Assist team members throughout their talent cycle.
• Coaches managers on compensation decisions, including new hires, internal transfers, market adjustments, promotions, pay equity, and alignment with established compensation structures and labor expectations.
• Partners with field and corporate leadership to align workforce planning, organizational effectiveness, talent acquisition, retention, and leadership capability with business priorities; provides constructive challenge and practical recommendations.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
• Leads complex employee relations matters, including investigations, disputes, corrective action, performance concerns, and risk mitigation, ensuring consistent decisions, sound documentation, and appropriate escalation.
• Uses HRIS data and workforce metrics, including turnover, retention, engagement, staffing, and performance trends, to identify opportunities, recommend actions, and measure results.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of HR trends, employment law, and emerging technologies, including artificial intelligence (AI); evaluates opportunities to improve HR service delivery while supporting approved policies, data privacy, accuracy, fairness, and appropriate human oversight.
• Develops and coordinates practical HR training and manager resources in partnership with store operations, store support, and leadership to build capability and support consistent execution.
• Facilitates performance review, goal planning and merit review cycle strategy, planning and execution.
• Leads, coaches, and develops HR staff, establishing clear priorities, ownership, performance expectations, and development opportunities.
• Leads daily HR operations and establishes service standards, priorities, and accountability for timely, consistent support across locations.
• Partners with Finance and Operations on compensation governance, workforce decisions, internal equity, and responsible labor management.
• Leads HR process improvement, standardization, and appropriate use of HR technology, automation, and AI-enabled tools to reduce manual work and improve team member and manager experiences.
• Supports organizational change through communication, manager readiness, training, adoption, and feedback mechanisms; measures the effectiveness of changes.
• Oversees payroll operations to ensure accurate, timely, and compliant processing of team member compensation, including payroll controls, tax and regulatory compliance, reporting, and continuous process improvement.
• Manages the workers’ compensation program, including claims management, coordination with insurance carriers and third-party administrators, return-to-work planning, and compliance with applicable state and federal regulations, while promoting workplace safety and effective claim resolution.
• Performs other duties as required.

To perform the job successfully, an individual must demonstrate the following competencies.

• Drives Vision and Purpose: Painting a compelling picture of the vision and strategy that motivates others to action.
• Drives Engagement: Creating a climate where people are motivated to do their best to help the organization achieve its objectives.?
• Business Insight: Applying knowledge of business operations and workforce dynamics to advance organizational goals.
• Instill Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Builds Effective Teams: Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
• Develops Talent: Developing people to meet both their career goals and the organization’s goals.?
• Plans and Aligns: Planning and prioritizing work to meet commitments aligned with organizational goals?.