Job Summary: 

This is a full time benefited position, salary range $79,780 to 95,007

The Director of Human Resources provides strategic and operational leadership for the Institute’s human resources function and serves as a trusted advisor to leaders and employees. This role oversees talent acquisition and development, performance management, compensation and benefits, employee relations, culture and engagement, compliance, safety and training, and HR operations. The director partners with leadership to align workforce strategies with organizational priorities, strengthen organizational effectiveness, and support the Institute’s mission, Core Values, and long-term goals. The role requires sound judgment, discretion, confidentiality, and integrity.

Essential Responsibilities:

HR Strategy & Organizational Leadership

• Serve as a strategic HR advisor to senior leadership, providing guidance and recommendations related to workforce planning, organizational effectiveness, talent, compensation, employee engagement, and organizational change.
• Use workforce data, employee feedback, and market trends to evaluate HR programs, identify emerging needs, and recommend improvements.
• Partner with leadership on workforce planning, succession planning, and talent development to align with organizational priorities.
• Lead and support organizational change initiatives, helping leaders communicate change effectively, build employee understanding, and strengthen adoption.

Talent, Performance & Organizational Development

• Lead the Institute’s talent strategy across the employee lifecycle, including workforce planning, recruitment, onboarding, development, performance management, retention, and succession planning.
• Direct the annual performance management process and continuously strengthen the connection between employee performance, development, organizational priorities, and the Institute’s Core Values.
• Develop and implement employee and leadership development programs that address organizational needs, strengthen capabilities, and support career growth.
• Develop and maintain effective onboarding practices that accelerate employee integration, strengthen understanding of organizational culture and expectations, and improve the overall employee experience.
• Advise leaders on talent management, retention, succession planning, and employee engagement strategies informed by employee feedback and organizational data.
• Champion a workplace culture that reflects the Institute’s Core Values and supports collaboration, accountability, inclusion, professional growth, and employee engagement.

Compensation, Benefits & Workforce Programs

• Oversee compensation strategy, market analysis, and salary structures to ensure equity, competitiveness, fiscal responsibility, and compliance.
• Direct annual compensation and salary adjustment processes in partnership with senior leadership.
• Provide strategic oversight of employee benefit programs, including health and welfare plans, retirement benefits, and other employee programs.
• Partner with benefit consultants, administrators, brokers, and other external partners to evaluate plan performance, market competitiveness, cost, compliance, and employee needs.
• Oversee annual benefit renewal and open enrollment processes and recommend benefit changes when appropriate.
• Provide oversight of payroll administration and ensure appropriate controls, processes, and coordination are maintained.

Employee Relations & Leadership Support

• Serve as a trusted advisor to leaders and managers on employee relations, performance management, leadership practices, communication, accountability, and employee development.
• Manage complex or sensitive employee matters and partner with senior leadership and legal counsel to address organizational risk and employment issues.
• Promote consistent and equitable application of Institute policies and employment practices across departments.

Policy, Compliance & Risk Management

• Maintain HR policies, procedures, and compliance programs that align with employment laws, regulatory requirements, and evolving HR best practices. job descriptions, and the Employee Handbook.
• Ensure appropriate HR documentation, employee records, reporting, and record-retention practices are maintained.
• Oversee workers’ compensation, safety initiatives, and compliance training with the Safety Compliance and Training function to reduce risk and promote a proactive safety culture.
• Coordinate with outside counsel, consultants, regulatory resources, and other subject-matter experts when specialized expertise is required.

HR Operations, Systems & Continuous Improvement

• Provide leadership and oversight for HR operations, including HRIS, payroll, benefits administration, employee records, recruiting systems, performance management systems, and related processes.
• Establish effective HR processes, controls, documentation, and standard operating procedures that support accuracy, consistency, efficiency, continuity, and appropriate cross-training.
• Monitor HR metrics and workforce trends to evaluate program effectiveness and enhance employee and manager experience.

Department Leadership

• Establish departmental priorities, manage resources, and oversee the HR budget and staff (Payroll and Benefits Specialist and Safety Compliance and Training Specialist) to support organizational needs and strategic priorities.
• Manage relationships with HR vendors, consultants, benefit providers, and other external partners.
• Maintain professional knowledge of evolving HR practices, employment law, workforce trends, and organizational development practices.
• Perform other duties and strategic initiatives as assigned.

Competencies & Position Requirements

• Strong knowledge of federal and state employment laws, regulatory requirements, and human resources best practices.
• Demonstrated ability to exercise sound judgment, discretion, and a high degree of confidentiality and professional integrity.
• Excellent communication, interpersonal, and relationship-building skills, with the ability to establish trust and effectively advise employees and leaders at all levels.
• Knowledge of compensation, payroll, employee benefits, performance management, talent development, employee relations, and workforce planning practices.
• Ability to interpret workforce data and organizational trends to develop practical recommendations and support informed decision-making.
• Working knowledge of budgeting and the financial impact of workforce and HR decisions.
• Commitment to fostering an inclusive, equitable, respectful, and high-performing workplace aligned with the Institute’s Core Values.
• Ability to manage multiple priorities, lead initiatives, and work effectively in both strategic and hands-on capacities.

Physical Factors (environment): Stand for extended periods of time (up to 8 hours per day)

• Lift up to 10lbs.
• Bend, kneel, stoop, push, pull, reach, and climb ladder
• Loud noises associated with job duties
• Smells and odors related to job duties

Quality Standards: The Institute expects safety, integrity, professionalism and high-quality work from all employees.

Required Education: Bachelor’s degree, ideally in Business Administration or Human Resources Management

Preferred Certifications: PHR or SHRM-CP

Required Experience:   5+ years in Human Resources Management, familiarity with payroll systems

Preferred Experience: Paylocity HRIS, Microsoft Office 365

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EQUAL OPPORTUNITY EMPLOYER

We are an Equal Opportunity Employer and do not discriminate based on race, color, national origin, gender, religion, age, disability, veteran or military status, genetic information or any other legally protected status.

DRUG FREE WORKPLACE

We are a Rule 36 Drug Free Workplace which means an applicant is required to submit to a pre-employment drug test after being given a conditional offer of employment.