HR Director

Perfect Timing Personnel Services•Mill Valley, CA

22h•$140,000 - $170,000•Onsite

About The Position

Perfect Timing is seeking a Human Resources Director on behalf of one of our clients. This is a hands-on leadership role responsible for overseeing all Human Resources functions and serving as a key strategic partner to senior leadership. The ideal candidate brings deep HR expertise, strong leadership capability, and the ability to foster a positive, collaborative workplace culture. Position Overview The Director of Human Resources is a senior-level, hands-on leader responsible for the full scope of human resources functions across the organization. This role plans, leads, and executes HR strategy while remaining deeply involved in day-to-day operations. The Director serves as a key member of the senior leadership team and partners closely with executive leadership to ensure compliance, support organizational goals, and foster a positive, high-performing workplace culture. This is a fully onsite role and requires regular in-person collaboration with leadership, managers, and employees. The Director of Human Resources oversees the development and implementation of HR policies, programs, and practices, including performance management, employee relations, investigations, compliance, talent acquisition, retention, benefits administration, and HR systems. The role directly manages and develops a small HR team and is accountable for ensuring that all HR operations align with applicable federal, state, and local employment laws.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
Minimum of 10 years of progressive Human Resources experience, including at least 5 years in an HR leadership or management role.
Demonstrated experience overseeing all core HR functions in a complex, regulated environment.
Strong working knowledge of employment laws and regulations, including wage and hour compliance, Title VII, ADEA, FMLA, ADA, OSHA, and applicable state and local laws.
Proven experience conducting and overseeing employee relations investigations and disciplinary processes.
Experience leading, supervising, and developing HR teams.
Proficiency with HRIS and talent management systems; ability to evaluate and improve HR technology.
Advanced organizational, analytical, and problem-solving skills.
Excellent written and verbal communication skills.
High level of discretion, professionalism, and sound judgment.

Nice To Haves

SHRM-CP or SHRM-SCP certification strongly preferred.
Experience in mission-driven, unionized, or highly regulated environments.
Multilingual proficiency a plus.

Responsibilities

Serve as a strategic and operational HR partner to executive leadership on workforce planning, staffing, recruiting, retention, and organizational effectiveness.
Translate organizational goals into practical HR strategies, policies, and initiatives.
Act as a trusted advisor to leaders on employee relations, performance management, and risk mitigation.
Plan, lead, and oversee all HR functions, including compensation, benefits, leave administration, performance management, employee discipline, investigations, training and development, and workplace safety.
Ensure consistent, fair, and legally compliant application of HR policies and practices across the organization.
Independently conduct and oversee workplace investigations, including documentation, findings, and recommendations for corrective action.
Monitor and ensure compliance with all applicable federal, state, and local employment laws and regulations.
Regularly review and update policies, procedures, and practices to maintain compliance and reflect best practices.
Maintain working knowledge of employment law developments and proactively advise leadership on potential impacts.
Partner with leaders to identify staffing needs and implement effective recruitment, hiring, onboarding, and retention strategies.
Support performance management processes, succession planning, and employee development initiatives.
Promote employee engagement, recognition, and morale through structured programs and continuous improvement.
Serve as the primary administrator for the organization’s HRIS and related talent management systems.
Ensure accurate data management, system utilization, reporting, and training for users.
Analyze workforce metrics and trends to inform leadership decisions and improve HR effectiveness.
Evaluate HR systems on an ongoing basis and recommend enhancements or replacements as needed.
Lead, supervise, and develop Human Resources staff, including performance management, coaching, and professional development.
Develop and manage the HR departmental budget.
Create, maintain, and update HR documentation, including job descriptions, investigation reports, policies, training materials, and internal communications.
Build and maintain effective relationships with employees, leadership, external partners, vendors, and consultants.
Communicate clearly and professionally across all levels of the organization.
Support a workplace culture grounded in respect, accountability, and continuous improvement.
Perform other related duties as assigned.