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.

Who We're Looking For

We’re looking for an HR leader who is both strategic and hands-on, someone who can think about the future of the organization while also being willing and able to roll up their sleeves and solve today’s HR challenges.The ideal candidate will:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 5+ years of progressive HR experience, with demonstrated experience across employee relations, talent management, performance management, recruiting, compliance, and HR operations.
• Strong understanding of employment laws across multiple states, HR best practices, and the employee lifecycle.
• Demonstrated ability to coach and partner effectively with leaders at all levels of an organization.
• Strong judgment, communication, organization, and problem-solving skills, with the ability to handle confidential and sensitive matters with discretion.
• Experience using HRIS and other HR technology to manage employee data, streamline processes, and support reporting and decision-making.
• Paylocity experience strongly preferred.
• SHRM-CP or SHRM-SCP certification preferred.
• Ability to balance strategic HR leadership with hands-on execution in a growing organization.

Culture Alignment

• Demonstrates genuine respect for and alignment with the client's mission, values, and organizational culture.
• Leads with integrity, humility, respect, compassion, and professionalism and demonstrates a commitment to treating employees with dignity and care.
• Comfortable working in an environment where faith, organizational values, relationships, and work intersect.
• Demonstrates the ability to support and strengthen a culture that reflects organizational mission and values while maintaining sound, consistent, and legally compliant HR practices.