Director of HR

Arkansas Talent Group • Little Rock, AR

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About The Position

Arkansas Talent Group is working with a rapidly growing engineering firm in Little Rock to find their next Director of Human Resources. The Human Resources Director serves as a strategic and hands-on business partner responsible for managing all facets of the HR function. This role ensures that the organization attracts, develops, and retains top talent while maintaining compliance with all federal, state, and local employment laws. The HR Director will oversee recruiting, onboarding, compensation, benefits, payroll, employee relations, compliance, and engagement activities to support a high-performing and values-driven culture.

Requirements

• Bachelors degree in Human Resources, Business Administration, or related field required
• HR certification (PHR/SPHR or SHRM-CP/SCP) preferred.
• Minimum 7+ years of progressive HR experience, including generalist or HR leadership responsibilities.
• Strong knowledge of compensation strategy, employment law, payroll administration, benefits, and compliance.
• Experience in compensation benchmarking, market analysis, and incentive plan design.
• Exceptional interpersonal, communication, and organizational skills.
• Ability to manage multiple priorities and work independently with minimal supervision.
• Proven experience fostering employee engagement and driving positive workplace culture.
• Experience in managing Workman's Compensation

Responsibilities

• Talent Acquisition Manage the full recruitment lifecycle, including job postings, candidate screening, interviewing, and offer management.
• Partner with hiring managers to define position requirements and ensure timely, high-quality hires.
• Onboarding and Offboarding Create onboarding agenda and deploy onboarding task assignments to ensure a smooth onboarding experience.
• Conduct exit interviews and manage offboarding processes to ensure compliance and capture feedback for continuous improvement.
• Compensation Management Oversee the company's compensation strategy to ensure internal equity and external competitiveness.
• Lead the annual compensation review process, including market benchmarking, compensation ratio analysis, and recommendations for salary adjustments.
• Prepare and present compensation recommendations to the President and leadership team for review and approval.
• Manage employee communication regarding compensation changes, ensuring transparency and consistency.
• Partner with the President to design and update bonus and commission plans that align with company goals and performance metrics.
• Monitor pay practices to ensure ongoing compliance with applicable wage and hour laws and regulations.
• Benefits Administration Oversee all employee benefits programs, including health, dental, vision, retirement, and voluntary plans.
• Manage annual open enrollment via the HRIS system, broker relationships, and employee communications regarding benefits.
• Payroll Management Administer and process payroll accurately and timely in coordination with Finance.
• Ensure compliance with federal and state wage and hour laws, including maintenance of timekeeping records.
• Compliance and Risk Management Maintain compliance with federal, state, and local employment regulations.
• Manage Workers Compensation claims and coordinate with insurance providers to ensure appropriate case handling.
• Administer and track Department of Transportation (DOT) medical card certifications and ensure compliance with all DOT requirements.
• Oversee risk management activities, including safety initiatives, claims tracking, and coordination with insurance carriers.
• Partner with the President and external advisors to ensure appropriate coverage and mitigation of organizational risk exposures.
• Employee Relations and Engagement Serve as the primary point of contact for employee relations, performance concerns, and policy interpretation.
• Foster a positive and inclusive workplace culture through employee recognition, events, and celebrations.
• Coach managers on effective communication, feedback, and conflict resolution practices.
• Performance Management Lead the performance review process, including objectives setting, evaluation, and documentation.
• Support leadership in developing performance improvement plans and succession strategies.
• HR Administration and Reporting Maintain employee records, HRIS data integrity, and compliance documentation.
• Prepare reports and analytics to support leadership decisions.

What This Job Offers

• Job Type: Full-time
• Career Level: Director