Job Summary

The HR Director is QuinStar Technology's senior and primary Human Resources professional and is responsible for both strategic HR leadership and day-to-day execution of Human Resources activities for approximately 100 employees. The position reports directly to the CEO, works closely with department managers and supervisors, and is supported by part-time clerical assistance.

This is a hands-on leadership role. The HR Director is expected to personally manage and execute the majority of HR functions while providing practical guidance to management, maintaining compliance, strengthening accountability, and supporting a professional and positive workplace culture.

Key Responsibilities

1. HR Administration, Compliance & Policy

• Personally manage day-to-day HR operations, employee records, HR documentation, HRIS workflows, required notices, and employment-related administrative processes.

• Maintain company HR policies, employee handbook, job descriptions, forms, and required employment documentation; recommend updates as laws, business needs, or company practices change.

• Maintain working knowledge of applicable federal, California, and local employment requirements and coordinate with outside employment counsel or other specialists when appropriate.

• Support compliant administration of wage-and-hour practices, employee classifications, meal/rest period requirements, protected leaves, reasonable accommodation processes, personnel records, and required training/postings.

• Maintain appropriate confidentiality and document retention standards for employee and company information.

2. Employee Relations, Leave & Corrective Action

• Advise managers and supervisors regarding attendance, conduct, performance, employee complaints, corrective action, and other employee-relations matters.

• Conduct or coordinate workplace investigations and maintain clear, factual, and professional documentation.

• Administer employee leave, accommodation, return-to-work, and related processes, including coordination of FMLA/CFRA, ADA/FEHA, workers' compensation, and other applicable leave or accommodation requirements.

• Coordinate terminations, reductions in force, and other separation actions with management, payroll, benefits providers, and outside counsel when appropriate.

• Promote consistent and respectful treatment of employees while ensuring company policies and management expectations are clearly communicated and documented.

3. Talent Acquisition & Workforce Planning

• Manage the full recruiting cycle, including job descriptions, sourcing, screening, interview coordination, candidate communication, offer preparation, pre-employment requirements, and onboarding.

• Develop effective recruiting sources for technical, engineering, manufacturing, quality, administrative, and professional positions.

• Partner with department managers to forecast staffing needs, prioritize openings, and maintain practical recruiting plans aligned with business demand and budget.

• Track recruiting activity, time-to-fill, source effectiveness, acceptance rates, and early turnover; recommend improvements based on results.

4. Performance Management & Accountability

• Own and administer the company performance review process and ensure managers complete evaluations accurately and on schedule.

• Coach managers on goal setting, documentation, feedback, employee development, performance improvement, and corrective action.

• Support managers in identifying performance problems early and developing clear expectations and follow-up actions.

• Maintain appropriate separation between HR process ownership and line-management accountability: department managers remain responsible for managing employee performance and results.

5. Compensation, Benefits, Payroll & Claims Support

• Administer employee benefit programs and coordinate employee enrollment, changes, questions, and required communications with brokers and providers.

• Support compensation administration, salary and wage changes, merit adjustments, job classifications, and market reviews as requested by management.

• Serve as the primary HR owner of employee data used for payroll and coordinate closely with Accounting/Payroll to ensure accurate and timely payroll-related changes.

• Coordinate workers' compensation claims and other employee claims with appropriate carriers, providers, managers, and outside resources.

6. Onboarding, Training & Employee Development

• Design and personally coordinate effective onboarding that covers company culture, policies, job expectations, safety, compliance, and department-specific requirements.

• Monitor new-hire progress and early turnover; work with managers to address onboarding or performance issues promptly.

• Coordinate required and developmental training, including supervisor/manager training, anti-harassment training, and other compliance or skill-development programs.

• Support leadership development by coaching managers on communication, delegation, documentation, conflict resolution, and employee development.

7. HR Technology, Reporting & AI Enablement

• Serve as primary administrator and business owner for Paylocity and other HR systems; maintain accurate employee data, workflows, recruiting records, benefits information, performance-management records, and reporting.

• Use appropriate AI-enabled and automation tools to improve recruiting, onboarding, documentation, performance tracking, HR analytics, and reporting while protecting confidential employee and company information.

• Prepare practical HR reports for management, including headcount, turnover, recruiting status, attendance trends, compensation changes, training status, and other workforce metrics.

8. Organizational Development & Succession Planning

• Partner with the CEO and management team on organization structure, workforce planning, succession planning, management development, and key-person risk.

• Maintain succession and contingency plans for critical leadership and technical positions.

• Support company culture by reinforcing professionalism, accountability, communication, teamwork, and continuous improvement.

Part-Time Clerical Support

The HR Director may assign routine administrative activities such as document filing, data entry, scheduling, interview coordination, benefits paperwork, and record maintenance to part-time clerical support. The HR Director remains accountable for the accuracy, confidentiality, compliance, and timely completion of all HR functions.