Director, Human Resources (Head of HR)

The Director of Human Resources is a senior leadership role responsible for developing and executing a comprehensive HR strategy that aligns with the organization’s long-term business objectives. This role partners closely with executive leadership to drive organizational effectiveness, talent strategy, culture transformation, and workforce planning. The HR Director serves as a strategic advisor and change leader, ensuring that people initiatives enable sustainable growth and competitive advantage.
The Director of Human Resources functions as the Head of HR and is fully responsible for all aspects of the human resources functions. Perform as a liaison between the company and its 500+ direct and contingent employees, providing employees with optimal services and benefits. Develops, interprets, and implements policies and procedures that create an equitable and consistent work environment while maintaining legal compliance with State and Federal laws. Organizes and maintains working conditions such that both employees and the company are productive and satisfied.
Strategic Responsibilities:
Develop and execute the organization’s HR strategy aligned with overall business objectives and growth plans
Translate business strategies into HR strategic and operational plans across business units
Serve as a strategic advisor to executive leadership on organizational design, talent strategy, and workforce planning
Partner with leadership to drive organizational transformation, culture initiatives, and employee engagement
Foster a positive, inclusive workplace culture and resolve complex employee relations issues with fairness and consistency
Refine HR policies, procedures, and governance frameworks to improve organizational effectiveness
Oversee HR operations across multiple Washington and Texas, ensuring consistency in policies, compliance, and employee experience
Develop and deploy talent management programs to address skill gaps, enhance leadership capabilities, and support career progression
Design, implement, and manage competitive compensation, benefits, and total rewards programs aligned with market benchmarks
Monitor and manage the HR budget, ensuring cost-effective delivery of HR programs and services
Utilize HR analytics and metrics to inform decision-making and evaluate program effectiveness
Assess the impact of long-range planning, regulatory changes, and new initiatives on workforce strategy
Support the development of business acumen across the workforce through targeted development programs
General Responsibilities:
Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.
Responsible for the staffing and employment functions.
Responsible for administrating all benefits programs, including negotiating all rates and activities with brokers to provide the best product for cost for renewal.
Responsible for all HRIS system and data integration.
Representation for investigation and resolution of employee relations issues.
Administers performance review program to ensure effectiveness, compliance, and equity within organization.
Administers compensations and salary administration programs to ensure compliance and equity.
Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
Contracts with outside suppliers to provide employee services such as worker's comp, benefits broker, employee assistance program, etc.
Executes and coordinates all aspects of promotions, transfers, employment verifications, reference requests, disciplinary actions, merit increases, and annual adjustments.
Responds to employee and supervisory inquiries and issues regarding Human Resource matters (i.e. grievances; sexual harassment).
Maintains confidential and proprietary information.
Manages and directs the company’s personnel and benefits programs including various types of insurance, vacation and personal holidays, tuition reimbursement, on-site educational and training programs, performance management, and company policy development.
Administration of the 401k plans. Interfaces with brokers, processes changes, investigates and makes recommendations for the 401k plan. Serves as the chairperson of the 401k committee.
Prepares job descriptions with department managers for new and existing positions.
Meets and coordinates with outside professional services and agencies to initiate and implement both human resource and benefit issues.
Proposes, publishes, advises, and administers personnel policies and procedures for management and employees.
Handles the processing of unemployment claims and appeals, disability issues, and government requests.
Executes matters related to workers’ compensation between the insurance carrier and employee; negotiates renewal rates and activities with brokers to provide the best product for cost.
Understands and responds appropriately to the laws and statutes that relate to personnel and administrative activities.
Ensures regulatory compliance in Human Resources, including ADA, EEOC, and other mandates.
Maintains a high-level awareness of current Federal and State labor laws. Updates the company policy and procedures manual and employee handbook to meet legal standards.
Assembles wage and compensation information to determining levels of overall compensation.
Attends seminars and training sessions, speaks with industry contacts, and reads HR-related materials.
Collects, interprets, evaluates, and summarizes information to report and assist upper management in the decision-making process.
Audits job evaluation program periodically for functional changes. Compares information with recent market data and makes revisions as necessary.
Management / Supervisor Activities:
Trains, demonstrates, and provides information to staff so they can perform their job functions properly.
Maintains strong communication with employees through regular meetings and personal contacts.
Encourages and reinforces employees by giving feedback.
Conducts interviews, administers performance appraisals, approves overtime, and renders disciplinary action for personnel.