Director of Human Resources

Oxford Property Management LLC•Ann Arbor, MI

3d•Onsite

About The Position

The Director of Human Resources is a key leadership role responsible for overseeing all HR functions while aligning people strategy with business goals. This position is both strategic and hands-on, managing day-to-day HR operations while advising leadership on organizational development, compliance, and culture. The Director leads all aspects of HR, including employee relations, talent acquisition, benefits, performance management, and compliance. The Director also evaluates, recommends, and oversees external HR partners/vendors to ensure accuracy, efficiency, and compliance. The Director manages team members and partners closely with leadership to foster a positive and high-performing workplace culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required.
Minimum of 5-7 years of progressive HR experience as HR Generalist/HR Business Partner roles with 2 years leadership experience.
Advanced proficiency with HRIS and payroll systems required.
Strong knowledge of HR practices, benefits, and federal/state employment laws.
Proven ability to influence and partner with senior leaders and drive organizational change.
Excellent interpersonal, organizational, and communication skills.
High degree of discretion, integrity, and judgment in handling sensitive information.
Ability to balance strategic thinking with operational execution in a fast-paced environment.
Perform all job duties with a positive attitude.

Nice To Haves

Professional certification (e.g., SHRM-CP/SCP, PHR/SPHR) preferred.

Responsibilities

Partners with executive leadership to develop and execute people strategies aligned with business objectives, while serving as an active member of the Departmental Leadership Team and DEI Council.
Drives employee engagement, culture, and retention through data-informed initiatives, and provides strategic leadership in performance management, succession planning, and talent development.
Establishes and monitors key HR metrics and KPIs to inform decision-making and guide organizational priorities, while overseeing compensation strategy, including pay philosophy, pay equity, and organizational design.
Oversee employee relations, including investigations, conflict resolution, and performance management.
Guide leaders in the consistent execution of performance evaluations, goal setting, and feedback processes to drive accountability and employee development.
Advise on complex employee matters, ensuring appropriate and consistent application of policies and employment laws.
Lead the development, implementation, and administration of HR policies, programs, and practices.
Ensure full compliance with all applicable federal, state, and local employment laws, including required reporting.
Manage leaves and accommodations in accordance with FMLA, ADA, STD, etc.
Establish and maintain frameworks that promote consistency, mitigate risk, and support organizational effectiveness.
Oversee HR systems, reporting metrics, and employee data integrity.
Leads the organization’s training, development, and safety efforts to support a high-performing and compliant workforce.
Oversees onboarding, leadership development, and ongoing training programs aligned with business needs, while ensuring completion of required compliance and safety training.
Oversees workers’ compensation programs, including claims management and return-to-work efforts, and partners with leadership to identify trends, reduce risk, and improve overall employee well-being.
Provide oversight of payroll operations, ensuring accuracy, timeliness, and compliance with all reporting requirements.
Review payroll data, deductions, and adjustments, and partner with Finance on audits, reconciliations, and year-end activities.
Serve as secondary payroll processor.
Oversee the design, administration, and continuous improvement of total rewards programs, including compensation, benefits, and retirement offerings.
Lead annual benefits renewal and open enrollment processes.
Direct compensation planning efforts, including salary structures, market benchmarking, pay equity analysis, and bonus programs, ensuring competitiveness and alignment with organizational goals.
Lead full-cycle recruiting strategy and execution.
Partner with leadership to align hiring plans with workforce planning needs and organizational growth objectives.
Oversee ATS functionality, candidate experience, and external recruiting partnerships.
Provide direct supervision and development support to the HR team, as well as mentorship to interns or additional support staff as needed.
Oversee workload distribution, coaching, and development of HR team members.