Talent & Employee Experience Director

MFA Oil•Columbia, MO

About The Position

The Talent and Employee Experience Director provides leadership and day-to-day oversight for recruiting, learning and development, employee relations, leave management, and culture. The Director partners with business leaders to support an employee experience aligned with company culture and organizational effectiveness. The position leads assigned HR teams, strengthens HR processes, and develops scalable programs that provide managers and employees with clear guidance, responsive service, and sound support. The Director oversees the company’s recruiting strategy and processes; company-wide learning and development; employee relations and performance management; leave management programs; and initiatives that promote company culture and core values. The role also manages assigned employees, establishes team and individual goals, assesses HR processes and service levels, reports recommendations to senior leadership, and ensures policies and practices comply with applicable laws and company requirements.

Requirements

Bachelor’s degree in human resources, business administration, organizational development, education, management, or a related field.
At least seven years of progressive Human Resources experience, including recruiting, employee relations, learning and development, leave management, or a closely related HR function.
At least three years of leadership experience supervising employees, leading projects, managing HR programs, or directing cross-functional work.
Working knowledge of employment laws and HR compliance requirements related to hiring, employee relations, performance management, FMLA, ADA, disability, accommodations, and related leave programs.
Strong judgment and discretion, including appropriate handling of sensitive employee matters and confidential information.
Strong verbal and written communication skills, including explaining complex HR issues clearly and providing practical guidance to managers and employees.
Strong organizational, analytical, and problem-solving skills, including the ability to manage multiple priorities, projects, and employee matters simultaneously.
Ability to build effective working relationships with employees, managers, senior leaders, external vendors, and HR team members.
Proficiency with Microsoft Office products and experience using HR systems, applicant tracking systems, learning management systems, or related technology.
Ability to work independently, set priorities, make sound decisions, and lead through change in a fast-paced environment.
Ability to speak, read, write, and understand English to communicate accurately and effectively with customers, coworkers, and supervisors.
Ability to meet company requirements, including successful pre-employment background and MVR checks and drug test.
Legal authorization to work in the United States.

Nice To Haves

Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience leading multiple HR functions or building shared processes across recruiting, learning, employee relations, and leave management.
Experience with Dayforce or similar human capital management systems.
Experience developing manager training, leadership development programs, employee relations resources, or leave-management procedures.
Ability to translate strategy into practical processes, tools, and communication that managers can use consistently.
Experience using HR metrics, dashboards, or reports to evaluate workload, trends, service levels, and program effectiveness.

Responsibilities

Lead the company’s recruiting strategy, processes, tools, and service standards to attract, evaluate, and hire qualified candidates across business units.
Direct company-wide learning and development programs, including new-hire, management, compliance, leadership development, and role-specific learning.
Guide the design, delivery, evaluation, and maintenance of training content, learning resources, and learning management system processes.
Oversee employee relations matters, including workplace concerns, policy interpretation, corrective action, performance management, conflict resolution, and manager coaching.
Conduct investigations and support managers with performance improvement plans and conversations, ensuring sensitive matters are documented, confidential, and followed through appropriately.
Facilitate the performance management process, including system design, manager training and support, and oversight of ratings and documentation; continuously evaluate and improve practices.
Oversee leave management processes, including FMLA, disability, workers’ compensation coordination, ADA accommodations, and other leave-related programs.
Monitor leave trends, recurring issues, and process gaps, and recommend improvements that balance employee support, operational needs, and compliance obligations.
Promote and reinforce company culture and core values through HR programs, manager guidance, employee communication, leadership development, and day-to-day employment practices.
Manage assigned employees, including hiring, evaluating performance, making wage adjustments, and taking disciplinary action as appropriate.
Plan and direct assigned employees’ work by providing direction; training, developing, and motivating employees; enforcing company policies and safety requirements; monitoring productivity; and resolving conflict promptly.
Establish clear, attainable, measurable individual and team goals aligned with Human Resources and company objectives.
Assess people, processes, systems, and service levels to identify opportunities for improvement, consistency, efficiency, and better manager and employee support.
Prepare and present updates, recommendations, reports, and project plans to senior leadership as needed.
Maintain awareness of employment laws, HR best practices, and operational needs affecting recruiting, learning, employee relations, and leave management.
Regularly review company policies for alignment with legal requirements, business needs, and best practices; draft and implement policy revisions as needed.
Ensure consistency and compliance with company policies and applicable laws in areas of responsibility, identifying and advocating best-practice approaches.
Partner with leaders and subject matter experts to understand organizational needs in recruitment, training, leave management, and employee life-cycle support, and engage appropriate resources to develop and implement programs and processes.
Know and adhere to company and position-specific policies and procedures.
Perform other duties as assigned.