Director, Human Resources

livingHR•Tampa, FL

1d•$120,000 - $160,000•Hybrid

About The Position

This organization is a member‑owned mutual insurer that provides specialized liability and risk‑financing solutions tailored to the energy sector. Originally formed in response to a scarcity of affordable insurance options, the company has grown to serve over 150 member organizations in the United States and Canada. The Director, Human Resources is a hands-on, strategic people operations role inside a close-knit, collaborative organization that operates with an intentional work/life blend and market-leading benefits. You will be both the architect and the operator of the people function, partnering directly with executive leadership while also staying close to the day-to-day work that keeps the employee experience running well. If you thrive in a lean environment where you can build, execute, and lead without layers, this is the opportunity. As part of the small team of two, you will set the strategy and together with the HR Generalist implement strategic initiatives. The ideal candidate is equally comfortable presenting to the Board and managing day-to-day responsibilities.

Requirements

Bachelor's degree from an accredited institution.
Minimum 10 years of progressive HR experience with at least 5 years in a senior HR leadership role.
Proficiency with HRIS platforms, Rippling preferred and Microsoft Office Suite.
Prior experience operating in a HR team under 5 within a growing organization.
Equally strong in strategy and execution; no task is too senior or too operational.
Excellent verbal, written, and interpersonal communication skills with demonstrated ability to influence at all levels.
Strong analytical and problem-solving skills; able to build and act on workforce data without a dedicated analytics team.
Thorough, current knowledge of multi-jurisdictional employment law and HR compliance.
Demonstrated conflict resolution skills and sound judgment in employee relations matters.

Nice To Haves

Experience in financial or insurance services.
SHRM-SCP, SHRM-CP, or SPHR certification.
Experience with Rippling.

Responsibilities

Develop and implement HR plans and strategies that directly support business operations objectives and the company's mission.
Serve as a strategic advisor to the executive team and Board on workforce planning, organizational health, and people risk.
Articulate workforce needs and outcomes in business and financial terms.
Lead the people side of organizational change with structured methodology and strong manager enablement.
Own the full HR operational cycle including onboarding, offboarding, leave administration, employee relations, policy management, and day-to-day HR service delivery.
Maintain and optimize Rippling as the system of record; ensure data integrity, workflows, and reporting are accurate and efficient.
Develop, implement, and enforce HR policies and procedures; ensure the employee handbook is current and reviewed at minimum annually.
Manage HR-related costs and adhere to the approved HR budget.
Maintain full compliance with applicable federal, state, and local employment laws including FLSA, FMLA, ADA, EEO, NLRA, OSHA, ERISA, and state-specific equivalents.
Conduct regular policy and compliance audits; maintain documentation standards that reduce organizational legal exposure.
Oversee workplace investigations with objectivity and procedural consistency.
Partner proactively with legal counsel on employment matters, classification reviews, and regulatory changes.
Maintain I-9 compliance, recordkeeping standards, and data privacy practices.
Prepare and file required regulatory reports (EEO-1, AAP where applicable, OSHA 300 logs) accurately and on schedule.
Build manager capability on compliance obligations to reduce risk where most violations occur.
Lead recruiting end-to-end for most roles; develop and maintain a pipeline strategy that reduces reactive hiring over time.
Build retention approaches that address the real drivers of turnover, using stay interview data and exit trends, not assumptions.
Design compensation and benefits structures that are externally competitive, internally equitable, and financially sustainable; conduct formal market benchmarking annually.
Lead succession planning for key roles with executive visibility on critical role coverage.
Implement performance frameworks that increase manager accountability and connect employee development to business outcomes.
Support employee development plans and career pathing for a workforce that values growth.
Use listening data to diagnose and act on culture and engagement; own action accountability with the business, not just HR.
Lead and reinforce organizational values initiatives across the employee lifecycle.
Build an inclusive environment where diverse talent advances; track internal mobility and promotion equity.