Senior Director of Human Resources

SUMMARY
The Senior Director of Human Resources is responsible for leading and directing all people functions of the company in accordance with organizational policies and practices, the ethical and social responsibilities of business, and all applicable laws, regulations, and administrative rulings of governmental and regulatory authorities. This role provides direct oversight of the HR Business Partners, Talent Acquisition, and Learning & Development teams, ensuring each function delivers consistent, high-quality support across all business units. Operating in a fast-paced organization focused on market growth, the Senior Director serves as a strategic partner to executive leadership, executes at a high level with urgency and precision, and builds scalable HR practices that support organizational expansion. The role also oversees strategic relationships with insurance providers and external partners.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
Strategic Leadership, Culture & Communication

• Provide strategic HR leadership across all divisions and subsidiaries, serving as a trusted advisor to executive leadership on workforce planning, organizational design, and people-related risks, supported by workforce reporting and analysis.
• Build and implement scalable HR policies, procedures, and systems that support market growth and expansion into new markets while driving consistency across all business units.
• Build credibility and influence with owners, executive leadership, managers, and employees, maintaining open, effective communication at all levels and modeling a results-oriented leadership approach with high standards of accountability.
• Thrive in a fast-paced, growth-focused environment, executing at a high level with urgency, sound judgment, and attention to detail while managing multiple priorities.

HR Team Leadership (HRBPs, Talent Acquisition, Learning & Development)

• Lead, develop, and hold accountable the HR Business Partner, Talent Acquisition, and Learning & Development teams, setting clear priorities, goals, and performance expectations.
• Direct HR Business Partners in delivering consistent, proactive support to operational leaders across all locations and business units.
• Oversee Talent Acquisition strategy and execution to meet hiring demands tied to market growth, new locations, and acquisitions.
• Guide Learning & Development programs, including leadership development, onboarding, and training that build bench strength and support succession planning.

Performance Management & Job Architecture

• Establish performance standards and accountability measures that drive high-level execution across all business units.
• Oversee a comprehensive performance appraisal process and ensure consistent application across the organization.
• Monitor and evaluate performance management programs for effectiveness and alignment with business objectives.
• Ensure job analyses are conducted and job descriptions and personnel documentation are accurate, standardized, and consistent across departments.

Total Rewards & Benefits

• Oversee all employee benefit programs, including medical, dental, vision, life, disability, and retirement plans.
• Manage strategic relationships with insurance providers, brokers, and external partners, and partner with the President and Chief Financial Officer to evaluate benefit costs, negotiate renewals, and recommend cost-sharing strategies.
• Lead the design of competitive total rewards, health, and wellness programs that attract, motivate, and retain high-performing employees.
• Oversee job grading and classification structures based on research and market data, and direct the rollout and communication of new benefit programs.

Compliance & Risk Management

• Ensure company-wide compliance with federal, state, and local employment laws and reporting requirements, including EEO, ADA, FMLA, ERISA, DOL, Workers’ Compensation, and OSHA.
• Advise leadership on compliance related to compensation, benefits, employment practices, workplace safety, and training.
• Stay current on changes in employment law and HR practices, and manage relationships with regulatory agencies, legal counsel, and external consultants.
• Ensure consistent application of company policies, Employee Handbooks, and governance documents.

Employee & Labor Relations

• Advise leadership on employee relations strategies that promote a positive, productive, and legally compliant work environment.
• Provide oversight of investigations into significant employee complaints and ensure appropriate, well-documented resolution.
• Establish policies for employee counseling, performance improvement, and disciplinary action, and ensure fair, consistent application.
• Serve as the senior internal consultant on complex personnel issues that affect organizational performance and business outcomes.

General Expectations

• Obey all local, state, and federal laws and/or regulations.
• Comply with all company policies and procedures.
• Perform all other duties as assigned.

Required Qualifications

• Master's degree or 1–2 years of graduate-level study in Human Resources, Business, or a related field, or a current professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
• More than 5 years of progressive HR experience, including time in an HR leadership role
• Experience directly leading HR teams, including HR Business Partners, Talent Acquisition, and/or Learning & Development
• Experience supporting multiple locations or business units in a fast-paced, growth-focused organization
• Strong working knowledge of federal and state employment laws, including EEO, ADA, FMLA, ERISA, DOL, Workers' Compensation, and OSHA
• Proven ability to manage multiple high-priority initiatives at once and meet tight deadlines
• Ability to work on-site in the office daily and travel regularly between facility locations within the state

Preferred Qualifications

• SHRM-SCP or SPHR certification
• Experience managing benefits renewals with insurance providers and brokers
• Experience with employee relations investigations and labor relations or collective bargaining
• Experience supporting acquisitions, new market entry, or multi-site expansion
• Experience building or scaling HR policies, systems, and leadership development programs

Skills

• Strong executive presence and the ability to build credibility at all levels of the organization
• Excellent written, verbal, and presentation skills
• Sound judgment, sharp analytical skills, and close attention to detail