Human Resources Director

About the OpportunityWe are looking for an experienced, people-centered HR Director to lead our client's Human Resources and Talent Management functions and help shape an employee experience that reflects who we are as an organization.

As a Best Workplace employer, our client believes their people are one of the greatest strengths. This role is an opportunity to build on that foundation by developing thoughtful people strategies, equipping leaders to lead well, strengthening our talent practices, and ensuring employees have the support, clarity, and opportunities they need to succeed.

The HR Director will serve as a trusted partner to Executive Leadership, Department and Practice Leaders, and employees across the organization. This person will bring both strategic perspective and practical HR expertise balancing the big-picture work of building a strong organization with the day-to-day realities of supporting employees and leaders.

What You'll Do

Lead Talent Management & The Employee Lifecycle

Lead and continuously improve the client's management strategy across the employee lifecycle, including recruitment, onboarding, performance management, employee development, succession planning, retention, and offboarding.

• Build talent practices that help the client attract, develop, engage, and retain strong team members.
• Partner with leaders to identify workforce needs, leadership development opportunities, and organizational capability gaps.
• Strengthen career development, succession planning, and employee development practices as the organization grows.
• Build talent practices that help the organization attract, develop, engage, and retain strong team members.
• Partner with leaders to identify workforce needs, leadership development opportunities, and organizational capability gaps.
• Strengthen career development, succession planning, and employee development practices as the organization grows.
• Lead HR special projects and strategic initiatives, including HRIS implementations, process improvements, organizational development initiatives, and other projects that support the organization’s people strategy and operational effectiveness.

Serve as a Trusted HR Partner

• Serve as the primary HR resource for employee relations, performance concerns, coaching, corrective action, workplace issues, and policy interpretation.
• Partner with leaders to address employee matters consistently, appropriately, and in alignment with the company's values and employment practices.
• Coach leaders on setting expectations, providing feedback, managing performance, addressing workplace concerns, and holding employees accountable.
• Provide practical HR guidance while reinforcing that leaders remain accountable for managing and developing their teams.

Own HR Compliance & Employment Practices

• Maintain and continuously improve the Employee Handbook, HR policies, procedures, and related documentation.
• Monitor applicable employment laws and regulations and proactively identify and address people-related risks.
• Ensure employee records and required HR documentation are accurate, organized, current, and compliant.
• Provide consistent interpretation and administration of company policies across departments and employee groups.
• Partner with employment counsel and other external resources when specialized guidance is needed.

Lead Core HR Operations

• Oversee leave management, accommodations, employee records, HR administration, and other core HR processes.
• Provide backup support and continuity for payroll, benefits administration, 401(k), and other critical employee programs.
• Partner closely with Accounting on payroll-related processes without assuming primary ownership of the Accounting function.
• Ensure employees receive accurate, timely, and consistent support throughout their employment experience.

Build HR Operational Excellence

• Establish standardized, scalable HR processes and documentation practices.
• Own HRIS administration, employee data standards, HR workflows, and reporting processes.
• Develop meaningful workforce reporting to provide leadership with insight into recruiting, turnover, performance, staffing, and other people-related trends.
• Identify opportunities to leverage HR technology, AI, automation, and process improvements to reduce administrative work, improve consistency, and enhance the employee experience.
• Identify emerging workforce trends, leadership needs, and organizational gaps and proactively bring recommendations to Executive Leadership.