Director of Human Resources

Operation Food Search•Overland, MO

1d•Onsite

About The Position

The Director of Human Resources (HR Director) is the senior leader responsible for both the strategic and operational execution of all people, culture, and human resources functions at Operation Food Search. This role is a player-coach role, combining people strategy and leadership capacity with hands-on HR operations, including recruiting, onboarding, employee relations, performance management, compensation and benefits administration, compliance, and DEI initiatives. The HR Director serves as a trusted advisor to the President & CEO and a key partner to the Senior Leadership Team while also personally owning day-to-day HR execution. The ideal candidate is a high-drive, highly competent HR leader who brings a positive attitude, strong attention to detail, and the willingness to both design the strategy and do the work.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; Master’s degree preferred.
8–12+ years of progressive HR experience, including senior-level responsibility.
Demonstrated experience operating as both a strategic HR leader and hands-on practitioner.
Deep knowledge of HR best practices, employment law, and compliance requirements.
Proven ability to handle sensitive and complex employee issues with professionalism and discretion.
Strong organizational skills, attention to detail, and follow-through.
High work ethic, self-direction, and comfort managing both strategy and execution.
Excellent communication, coaching, and relationship-building skills.
Ability to influence leaders while maintaining trust across all levels of the organization.
Proficiency in HRIS systems and Microsoft Office.

Nice To Haves

Experience in a mission-driven, nonprofit, or complex organizational environment preferred.
SHRM-CP or SHRM-SCP strongly preferred.

Responsibilities

Lead and execute OFS’s people, culture, and talent strategy in alignment with organizational mission, values, and strategic goals.
Serve as a strategic advisor to the President & CEO and Senior Leadership Team on organizational design, workforce planning, leadership effectiveness, and culture.
Champion OFS’s values and ensure they are embedded into policies, practices, leadership behaviors, and decision-making.
Lead organizational change initiatives, including new policies, systems, and culture practices.
Act as the organization’s senior HR leader while remaining directly involved in execution.
Own the full lifecycle of recruiting, hiring, and onboarding for all positions.
Partner with department leaders to identify workforce needs, required competencies, and hiring strategies.
Build and maintain a strong employer brand to attract diverse, mission-aligned talent.
Lead succession planning and leadership development efforts.
Promote continuous learning, performance improvement, and career development across the organization.
Serve as the primary point of contact for employee relations, including coaching, conflict resolution, investigations, disciplinary action, and terminations.
Ensure fair, consistent, and legally compliant application of HR policies.
Oversee and administer the performance management process, ensuring timely reviews, feedback, and accountability.
Support managers in effective people leadership through coaching, training, and guidance.
Conduct exit interviews and analyze trends to improve retention and engagement.
Lead and implement OFS’s DEI strategy in partnership with leadership and the DEI Committee.
Integrate DEI principles into recruiting, onboarding, performance management, leadership development, and culture practices.
Collect, analyze, and report workforce data to assess progress and inform decisions.
Ensure ongoing education and compliance related to equity, inclusion, and anti-harassment.
Lead compensation strategy, benchmarking, and administration in alignment with OFS’s compensation philosophy.
Administer benefits programs, including health insurance, retirement plans, leave programs, and wellness offerings.
Partner with brokers and vendors to ensure competitive, compliant, and cost-effective benefits.
Oversee workers’ compensation, unemployment claims, and disability programs.
Ensure compliance with all federal, state, and local employment laws and regulations.
Maintain, update, and enforce HR policies, procedures, and the OFS Employee Handbook.
Oversee background checks, I-9 compliance, drug testing, and required reporting.
Partner with legal counsel, insurance brokers, and external HR resources to mitigate risk.
Manage HR systems and data (e.g., Paylocity), ensuring accuracy, confidentiality, and efficiency.
Leverage HR technology and workforce data to improve decision-making and operational effectiveness.
Track key people metrics (turnover, engagement, DEI, performance, compensation).
Continuously improve HR processes to support organizational growth and scalability.
Exercise sound judgment in complex, time-sensitive, and emotionally charged situations.
Balance compassion, equity, and legal compliance with operational continuity and organizational risk management.
Anticipate second- and third-order impacts of people decisions in a lean, highly visible organization.
Build trust and credibility with staff at all levels, including warehouse, operations, programs, development, and leadership teams.
Communicate HR policies and decisions clearly, practically, and without unnecessary jargon.
Maintain a visible presence across departments to understand day-to-day realities and workforce dynamics.
Operate effectively within an organization where we manage resources effectively, prioritizing work based on risk, impact, and mission alignment.
Design, implement, and improve people systems while also executing day-to-day HR operations.
Demonstrate a strong ownership mindset, taking responsibility for outcomes rather than deferring or over-delegating.
Navigate leadership dynamics, board considerations, and organizational sensitivities with professionalism and discretion.
Maintain neutrality and fairness while managing competing priorities and perspectives.
Protect the organization’s interests without becoming adversarial, ideological, or overly rigid.
Maintain composure, clarity, and steadiness in high-stress, high-emotion situations.
Absorb and manage emotional content without becoming reactive or defensive.
Model professionalism and grounded leadership in moments of conflict, crisis, or organizational change.
Uphold the highest standards of confidentiality and ethical conduct.
Serve as a trusted steward of sensitive employee, leadership, and organizational information.
Ensure consistent and principled application of policies, without favoritism or inconsistency.
Provide clear, candid, and constructive guidance to senior leaders, including the President & CEO.
Willingly raise concerns, identify risk, and recommend alternatives when proposed actions present legal, ethical, or cultural risk.
Balance support for leadership with an independent responsibility to the organization as a whole.
Demonstrate high personal accountability, stamina, and follow-through.
Lead from the front with a willingness to personally execute operational work when needed.
Set the tone for professionalism, responsiveness, and excellence across all HR functions.