Human Resources Director

FloresHR•Charlotte, NC

10d•Onsite

About The Position

We are passionate about our clients having a great experience and this also applies to our team and our future team members. Building a remarkable team is a top-level company priority. The Human Resources Director has full ownership of all HR-related functions, policies, programs, systems, compliance, and employee services across the organization. The Human Resources Director will oversee the complete employee lifecycle—from workforce planning, recruiting, and onboarding through performance management, employee development, compensation, payroll, benefits, employee relations, compliance, and offboarding. This role leads a team of three HR professionals and an Office Manager, and is accountable for building a high-performing, compliant, service-oriented HR function that supports the organization's business objectives and culture. The HR Director will balance strategic leadership with hands-on operational oversight.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
8+ years of progressive Human Resources experience, including significant leadership responsibility.
Demonstrated experience managing a broad, full-service HR function.
Experience leading and developing HR staff.
Strong knowledge of payroll, benefits, employee relations, recruiting, compensation, performance management, and employment compliance.
Demonstrated ability to partner effectively with a CEO and executive leadership team.
Strong understanding of applicable employment laws and regulations.
Excellent judgment, discretion, and confidentiality.
Strong written and verbal communication skills.
Proven ability to manage multiple priorities in a fast-paced environment.
An individual that understands the value of providing a high level of customer service.

Nice To Haves

SHRM-SCP, SPHR, or other relevant professional certification.
Experience as the senior HR leader within an organization.
Experience managing HRIS and payroll systems.
Experience developing compensation structures and benefits strategies.
Experience leading organizational change, growth, or transformation.
Experience working with outside employment counsel, benefits brokers, payroll providers, and other HR vendors.

Responsibilities

Develop and execute the HR strategy in alignment with business objectives and the CEO’s vision.
Serve as a trusted advisor to the CEO and leadership team on workforce, organizational, and employee matters.
Lead and develop the HR team, establish priorities and accountability, and manage the HR department budget.
Establish HR metrics and reporting to provide insights into workforce trends, costs, retention, engagement, and organizational effectiveness.
Continuously evaluate and improve HR programs, systems, policies, and processes.
Own and oversee accurate, timely, and compliant payroll administration, including payroll systems, timekeeping, taxes, deductions, bonuses, and related processes.
Partner with Finance and external providers to resolve payroll issues and maintain appropriate controls and records.
Monitor payroll and benefits costs and identify opportunities to improve value and employee experience.
Lead the strategy and administration of all employee benefit programs, including health, dental, vision, life, disability, and retirement plans.
Manage benefits renewals, open enrollment, vendor relationships, employee communications, and regulatory compliance.
Oversee leave administration and reasonable accommodation processes with appropriate confidentiality and documentation.
Ensure compliance with applicable benefits regulations and reporting requirements.
Own the employee lifecycle from workforce planning and recruiting through onboarding, development, performance management, and offboarding.
Partner with leaders to identify staffing needs, develop job descriptions, establish compensation recommendations, and oversee recruiting and hiring.
Build effective onboarding, career development, leadership development, succession planning, and performance management programs.
Own the organization's performance management process.
Establish performance review cycles, standards, tools, and expectations.
Coach managers on performance, talent development, documentation, and employee-related decisions.
Ensure consistent, professional, and legally compliant separation processes.
Serve as a trusted resource for employees and managers on workplace concerns and employee relations matters.
Investigate and resolve workplace issues fairly, consistently, confidentially, and in accordance with company policies and applicable law.
Advise leadership on disciplinary actions, performance concerns, and termination decisions.
Partner with leadership to strengthen culture, employee engagement, communication, retention, and the overall employee experience.
Monitor employee sentiment and lead engagement initiatives and action plans.
Maintain overall responsibility for HR compliance with applicable federal, state, and local employment laws and regulations.
Oversee employment records, required reporting, policies, postings, leave and accommodation processes, and employment documentation.
Maintain and update the employee handbook and HR policies, partnering with legal counsel as appropriate.
Identify HR risks and develop strategies to mitigate them.
Develop and maintain the organization’s compensation philosophy and structure, including salary, bonus, incentive, internal equity, and market competitiveness analysis.
Own the HRIS and related HR technology, ensuring accurate, secure, and well-maintained employee data.
Develop standardized, efficient HR policies, procedures, and processes.
Lead continuous improvement initiatives that enhance HR efficiency, compliance, and employee experience.
Lead, mentor, and develop a high-performing HR team of four direct reports.
Establish department goals, workflows, service standards, and performance expectations.
Provide leadership and accountability for the Office Manager, including operational standards, budgets, service quality, and consistency across all three locations.
Serve as an escalation point for significant office operations matters and support succession and coverage planning.
Perform other duties as assigned.
Maintain quality work that exemplifies and promotes our company’s core values.