Director of Human Resources

About the Role

We’re looking for a Director of Human Resources who can build a strong HR team, partner effectively with operations, and turn business priorities into results. Leading an HR team across multiple sites and states, you’ll help Romark attract and develop talent, strengthen leadership accountability, and support a positive employee experience that reflects our values.

This is a hands-on role with regular interaction with senior leadership, ownership, and site management teams. You’ll need practical judgment, clear communication, and the ability to follow through as priorities evolve. Success means knowing when to make decisions independently, when to involve others, and how to move forward in a way that supports Romark’s culture, values and business direction.

Key Responsibilities

• Develop HR priorities with leadership and translate them into clear action plans, responsibilities, and measurable outcomes.
• Lead and develop site HR teams, building their capabilities and establishing clear expectations and accountability for consistent, responsive support, sound judgment, and timely follow-through across locations.
• Lead recruiting for management and other exempt roles while strengthening hourly hiring, temporary staffing partnerships, and staffing cost management.
• Help managers set clear expectations, address concerns, develop employees, and build future leaders through effective onboarding and succession planning.
• Lead employee relations and investigations, guide fair and timely decisions, and oversee compliance with employment requirements across states, working with outside counsel and other partners as needed.
• Partner with leadership on workforce planning and retention, anticipating staffing and skill needs as operations, customer requirements, and technology evolve. Use turnover and recruiting trends to address gaps.
• Help leaders communicate and implement organizational, technology, and process changes so employees understand expectations and managers are prepared to support their teams.
• Establish consistent HR standards across sites while accounting for differences in operations, state laws, and customer requirements.
• Evaluate HR recommendations based on cost, risk, staffing stability, and operational impact.
• Strengthen employee engagement, recognition, and internal communication across sites and shifts while reinforcing accountability and Romark’s values.
• Improve processes, lead the effective use of Paycom and workforce data, and oversee compensation, benefits, and HR partners in coordination with accounting and leadership.