Director, Human Resources
Come join the largest independent Medical Waste Service Provider in the country for an exciting position! We provide excellent customer service to local hospitals and healthcare professionals and represent one of the most prominent companies in the Medical Waste Industry. Join an economically stable industry that offers long-term career development across 35+ locations.
The Human Resources Director is a senior HR leader responsible for designing, implementing, and scaling core HR programs across Sharps Medical Waste Services operations. Reporting to the Chief Human Resources Officer, this role owns the build-out and consistent execution of HR processes, training, compliance, and benefits programs across a multi-state, multi-division workforce spanning corporate, distribution, route-based, and treatment operations. The HR Director leads a team of HR professionals and serves as a trusted advisor to operational leaders, translating HR strategy into practical, well-governed programs on the ground.
Key Responsibilities
• HR Process Implementation: Lead the design, documentation, and rollout of standardized HR processes, policies, and programs across all U.S. divisions, ensuring consistent execution from corporate through route-based and treatment operations.
• Training & Development: Build, administer, and personally facilitate companywide training programs, including new-hire onboarding, compliance training, manager development, and role-specific safety and operational training, in partnership with division leaders.
• Compliance & Risk: Own HR compliance across all U.S. jurisdictions in which Sharps operates, including federal and state employment law (FLSA, EEO/EEOC, ADA, FMLA, OSHA, and applicable state and local requirements), maintaining audit-ready recordkeeping and policy documentation.
• Benefits: Direct the strategy, vendor management, and day-to-day administration of employee benefits programs, including annual renewal, open enrollment, and ongoing plan competitiveness and cost management.
• Talent Management: Partner with the CHRO on organization-wide talent management strategy, including performance management, workforce planning, and succession planning, and help lead the evolution of the HR team toward a functional/center-of-excellence model.
• Team Leadership: Hire, develop, and manage a team of HR professionals, setting priorities, providing coaching, and holding the team accountable to service levels across the divisions they support.
• Business Partnership: Serve as a strategic partner to division and site leaders, providing HR guidance on organizational design, employee relations, policy interpretation, and change management for a field- and facility-based workforce.
• Employee Relations & Investigations: Oversee workplace investigations, including complaints of harassment, discrimination, retaliation, and policy violations, ensuring prompt, impartial, well-documented inquiries and consistent, legally sound resolutions in coordination with legal counsel.
• Reporting & Metrics: Track and report on HR program effectiveness (compliance metrics, training completion, benefits utilization, turnover) and recommend improvements to the CHRO.