Director of Human Resources - GSO (37604)

CASCADE DIE CASTING GROUP INC•Grand Rapids, MI

1d•Hybrid

About The Position

The Director of Human Resources provides both strategic leadership and hands-on execution of the company’s human resource strategy. This role serves as a key business partner to the executive leadership team, aligning people strategies with organizational goals to drive performance, growth, and a high-engagement culture. The Director of Human Resources will lead initiatives to enhance employee satisfaction, engagement, and communication, leveraging survey feedback and other insights to drive meaningful improvements. They will also lead the design, administration, and continuous improvement of the company’s benefits programs, including healthcare, retirement, and ancillary offerings, managing vendor relationships, plan design, compliance, and cost strategies to ensure competitive and sustainable programs. Additionally, this role is responsible for sustaining and strengthening the company’s strong safety culture by continuously improving safety programs, policies, and practices. The Director will develop and execute the annual HR business plan in alignment with organizational priorities and establish and maintain HR policies and programs that support business objectives and compliance requirements. They will own the strategy, design, and ongoing maintenance of the company’s HRIS, ensuring the system effectively supports payroll, benefits administration, reporting, compliance, and employee lifecycle processes, and drives continuous improvement in system utilization, data accuracy, and process automation across all locations. The role also involves designing and managing competitive compensation structures, performance management systems, and benefits programs, ensuring programs are effective, equitable, and aligned with business goals. Finally, the Director will lead, coach, and develop the HR team, fostering a culture of accountability, mentorship, and continuous improvement, and partner closely with operations leadership to address workforce challenges, provide guidance on employee relations, and support a positive and productive work environment. This role ensures compliance with all applicable federal, state, and local employment laws and regulations and serves as the primary liaison with legal counsel and regulatory agencies, managing risk and overseeing required reporting.

Requirements

Minimum of 10 years of progressive leadership experience in Human Resources.
Prior experience in a multi-site manufacturing environment is strongly preferred.
A bachelor’s degree is required.
Proven experience across a broad range of HR disciplines, including talent management and succession planning, workforce planning, talent acquisition, compensation and rewards, benefits administration, and leadership and organizational development.
Experience driving improvement in safety and experience in lean manufacturing principles is highly valued.
Demonstrated ownership of HRIS strategy, design, implementation, and ongoing optimization.
Experience leveraging HR systems to improve data integrity, reporting, and process efficiency across a multi-site organization.
Acts as a true strategic partner to senior leadership, ensuring HR is fully integrated into business planning, corporate strategy, and operational execution.
Comfortable engaging in constructive dialogue and healthy debate to challenge assumptions and drive continuous improvement.
Actively engaged in the HR community, with a track record of networking and staying current on emerging trends and best practices.
Demonstrates a strong business mind, quickly understanding financial and operational priorities and translating them into practical, high-impact people strategies.
Brings deep knowledge of leading HR practices with the ability to design, implement, and continuously improve HR programs.
Leverages data, technology, and HR systems to evaluate effectiveness, improve processes, and drive informed decision-making.
An effective communicator and trusted advisor who listens actively, seeks diverse perspectives, and provides practical, well-reasoned guidance.
Anticipates challenges and proactively addresses immediate and long-term organizational needs.
Possesses strong influencing skills with the ability to build alignment and drive outcomes.
Persuasive and appropriately assertive, with the confidence to challenge when necessary.
Proven ability to lead, motivate, and develop high-performing teams.
Fosters collaboration, accountability, and engagement while delivering results without compromising quality or culture.
Highly goal-driven with the ability to prioritize effectively, allocate resources strategically, and execute with discipline.
Instills a strong sense of ownership and accountability across the organization.
Thinks broadly and systemically, contributing to the design and execution of organizational structures, processes, and initiatives that align with and support business objectives.
Demonstrates the highest standards of personal and professional integrity, earning trust through consistent, ethical decision-making and actions.

Nice To Haves

Advanced education or relevant certifications are a plus.
Experience with Paycom is a plus.
Familiarity with tools and frameworks such as the EOS (Entrepreneurial Operating System) and CliftonStrengths is a plus.

Responsibilities

Serve as a trusted advisor to the leadership team, ensuring Human Resources is fully integrated into business planning and strategic decision-making.
Strengthen HR’s credibility by driving initiatives that support organizational change, growth, and operational excellence.
Design and lead a comprehensive talent management and succession planning process for critical roles.
Identify capability gaps and ensure robust development plans are implemented to build leadership bench strength.
Oversee company-wide recruiting and retention strategies.
Build and sustain talent pipelines through partnerships with schools, industry associations, and community organizations.
Establish best-in-class hiring practices and actively participate in the recruitment of key positions.
Lead initiatives to improve retention and employee engagement.
Champion a culture of continuous learning by developing and enhancing training programs that support both individual growth and organizational capability.
Support and reinforce lean manufacturing principles by promoting a culture of employee involvement, accountability, and continuous improvement.
Lead initiatives to enhance employee satisfaction, engagement, and communication, leveraging survey feedback and other insights to drive meaningful improvements.
Lead the design, administration, and continuous improvement of the company’s benefits programs, including healthcare, retirement, and ancillary offerings.
Manage vendor relationships, plan design, compliance, and cost strategies to ensure competitive and sustainable programs.
Sustain and strengthen the company’s strong safety culture by continuously improving safety programs, policies, and practices.
Develop and execute the annual HR business plan in alignment with organizational priorities.
Establish and maintain HR policies and programs that support business objectives and compliance requirements.
Own the strategy, design, and ongoing maintenance of the company’s HRIS.
Ensure the system effectively supports payroll, benefits administration, reporting, compliance, and employee lifecycle processes.
Drive continuous improvement in system utilization, data accuracy, and process automation across all locations.
Design and manage competitive compensation structures, performance management systems, and benefits programs.
Ensure programs are effective, equitable, and aligned with business goals.
Lead, coach, and develop the HR team, fostering a culture of accountability, mentorship, and continuous improvement.
Ensure effective performance management and professional growth within the function.
Partner closely with operations leadership to address workforce challenges, provide guidance on employee relations, and support a positive and productive work environment.
Ensure compliance with all applicable federal, state, and local employment laws and regulations (e.g., OSHA/MIOSHA, EEO, ERISA, Michigan ESTA, wage and hour laws).
Serve as the primary liaison with legal counsel and regulatory agencies, managing risk and overseeing required reporting.