Human Resources Director

LCEC•North Fort Myers, FL

4d•Onsite

About The Position

LCEC provides reliable, cost-competitive electricity to more than 250,000 members throughout a five-county service territory located in Southwest Florida. We employ approximately 475 skilled employees and are one of more than 900 electric distribution cooperatives located throughout the United States. LCEC has been recognized locally and statewide as an industry leader and continually receives acknowledgment for the work that our employees do in the community along with other civic, environmental and professional honors. Position Summary: The Director of Human Resources serves as the chief human resources executive for the organization, providing enterprise-wide strategic leadership for workforce, labor, culture, and organizational effectiveness. This role ensures the organization attracts, develops, and retains a highly skilled, safety-focused, and resilient workforce capable of supporting reliable service delivery, regulatory compliance, emergency response, and long-term business performance. The Director partners directly with the CEO, executive leadership, and the Board of Directors on human capital strategy, succession planning, labor relations, executive compensation philosophy, and organizational risk. The role leads all HR functions and serves as the authoritative voice on workforce implications for operational, financial, and regulatory decisions. Values & Leadership Expectations: The Director of Human Resources is expected to model and reinforce the organization's core values: Safety, Customer Service, Integrity & Respect, Working Together, Accountability, and Community Involvement.

Requirements

Bachelor's Degree in Human Resources, Business Administration, Organizational Psychology, or related field. (Required)
7+ to 10 Years of progressive human resources experience. (Required)
5+ to 7 Years leading an HR function in a comparably sized or complex organization. (Required)
5+ to 7 Years of people leadership experience. (Required)
Demonstrated experience leading compensation and benefits programs. (Required)
Demonstrated experience with succession planning or leadership development initiatives. (Required)
Proven ability to operate as a strategic business partner to senior leadership. (Required)

Nice To Haves

Master's Degree in Human Resources, Business Administration, or related field. (Preferred)
Experience in a utility, manufacturing, or regulated environment. (Preferred)
Experience working with a unionized workforce. (Preferred)
Experience partnering closely with Finance. (Preferred)
SPHR, SHRM SCP, or equivalent certification. (Preferred)

Responsibilities

Advise the EVP/CEO and Senior Leadership Team on workforce, organizational, compensation, benefits, and leadership matters impacting business performance.
Provide data driven analysis, judgment, and recommendations to support executive decision making.
Contribute to enterprise strategy with a focus on workforce capability, leadership continuity, and long-term organizational sustainability.
Appropriately challenge leadership decisions when needed to ensure fairness, consistency, and fiscal discipline.
Lead the design, governance, and administration of compensation and benefits programs to ensure market competitiveness, internal equity, compliance, and financial sustainability.
Oversee job architecture, job evaluation, pay structures, and incentive programs.
Serve as fiduciary leader for employee benefits and retirement programs, including vendor oversight and cost management.
Partner with Finance on compensation modeling, benefits forecasting, and workforce cost planning.
Lead core HR functions, including talent acquisition, employee and labor relations, compensation and benefits, HRIS and workforce analytics, wellness programs, and regulatory compliance.
Establish and maintain HR policies and practices aligned with organizational values, legal requirements, and business priorities.
Ensure consistent and fair application of HR policies across the organization.
Lead enterprise workforce planning and organizational design aligned with operational and financial needs.
Partner with leaders to reinforce role clarity, productivity expectations, and accountability for results.
Strengthen performance management practices, including managing underperformance.
Utilize workforce and HR analytics to identify trends, risks, and improvement opportunities.
Lead enterprise-wide succession planning for executive, senior leadership, and mission critical roles.
Partner with the EVP/CEO and Senior Leadership Team to identify high potential talent, assess readiness, and mitigate leadership risk.
Integrate succession planning with workforce planning and leadership development efforts.
Maintain constructive labor management relationships.
Lead negotiation, interpretation, and administration of collective bargaining agreements.
Advise leadership on labor considerations and contract administration.
Lead, develop, and coach the Human Resources team.
Build internal HR capability, leadership depth, and succession readiness within the HR function.
Promote professionalism, collaboration, and continuous improvement.
Maintain effective working relationships with employees and customers at all levels within LCEC. Ensure smooth operations, productive communications, and effective understanding during all interpersonal contacts. Provide current and accurate information to all requesters, courteously and in a timely manner.
Support Storm Restoration efforts when needed. Work in emergency storm situations (i.e. hurricanes) and work long hours (>12 hours per day) for many continuous days/weeks as needed.
Perform other related duties as assigned.