Director of Human Resources
Reporting to: VP of Human Resources
Position type: Full-time, Exempt
Location: This role will operate from Marietta, GA or Meriden, CT
On-Site Requirements: On-site Tuesdays, Wednesdays and Thursdays, or as required by the department.
Travel: Up to 30% travel required for meetings, events, and site visits.
Position Overview
The Director of Human Resources is a hands-on leadership role that serves as the bridge between HR strategy and the tactical implementation and daily management of that strategy in a multi-state environment. Reporting to and partnering closely with the VP of Human Resources, this person takes the HR strategy and priorities set by the VP and is accountable for translating them into day-to-day execution, ensuring the team delivers consistent, high-quality delivery across all core HR functions. This role owns the operational backbone of the HR function, including oversight and deliverables pertaining to payroll, benefits administration, leave of absence administration, employee inquiries, employee relations and investigations, and safety and security compliance.
The Director of HR spends much of their time rolling up their sleeves to solve day-to-day challenges and manage the function's daily operations, while also surfacing recommendations to the VP of HR on department priorities, policy direction, and risk mitigation. This is a role for someone who is energized by building strong HR processes from the ground up and providing support across three main company areas: corporate teams, retail teams, and production teams. This role directly oversees the HR Manager and Recruiting Specialist, engaging in ongoing performance management and coaching to ensure the department runs smoothly.
Essential Responsibilities
-
Operationalize the HR department's strategy, initiatives, and annual goals as set by the VP of HR, translating that direction into clear operational plans, and building and managing timelines to ensure key initiatives are executed on schedule throughout the calendar year.
-
Directly manage, coach, and develop HR team members, engaging in regular 1:1s, performance feedback, and goal-setting conversations.
-
Prioritize and balance workload across all HR operations functions, including payroll, benefits, leave administration, risk management, compliance, employee relations, and other processes
-
Identify gaps in existing processes, policies, and systems, and recommend and implement improvements.
-
Oversee payroll administration for exempt and non-exempt employees across multiple states to ensure compliance with federal, state, and local payroll taxes, laws and regulations.
-
Own end-to-end benefits administration, including vendor management, annual renewals, open enrollment, carrier feeds, invoice reconciliation and ongoing employee support.
-
Oversee administration of all leave of absence programs (e.g., FMLA, state leave, disability, personal leave), ensuring compliant and consistent handling and follow-up.
-
Serve as a subject matter expert on multi-state employment compliance, proactively monitoring regulatory changes and implementing updates across all operating states.
-
Own the execution and continuous improvement of recruiting, onboarding, offboarding, and employee lifecycle workflow processes for employees.
-
Under the direction of the VP of HR, administer the company-wide performance management cycle, including review timelines, calibration, and coordination of the merit and incentive process.
-
Administer the total rewards program as directed by the VP of HR, including compensation structures, salary benchmarking, pay equity analysis, and annual merit and incentive planning.
-
Oversee employee relations matters, including conflict resolution, performance concerns, and disciplinary actions, escalating to the VP of HR as needed.
-
Oversee workplace safety and security compliance programs for Corporate and Shop functions, ensuring policies meet applicable regulatory requirements (e.g., OSHA).
-
Build and maintain process documentation so that workflows and operational standards are documented and accessible.
-
Prepare HR reports, dashboards, and insights to support informed decision-making.
-
Serve as the operational backup to the VP of HR, carrying key initiatives forward and ensuring continuity across the HR function.
-
Collaborate with department leaders to support hiring, performance management, employee relations, and other organizational goals, as needed.
Experience and Education Requirement
-
Bachelor's degree in Human Resources, Business Administration, Communication, I/O Psychology or related field, or equivalent experience
-
7+ years of progressive HR experience, including leadership roles and multi-state HR operations experience
-
Prior experience directly managing and mentoring HR team members, including conducting performance reviews, setting goals, and supporting career development
-
Strong working knowledge of employment law, payroll regulations, and total rewards compliance
-
Strong operational, analytical, and project management skills with a bias toward hands-on execution and a practical understanding of how strategy translates into daily operations
-
Demonstrated ability to build strong cross-functional relationships and collaborate with teams at multiple levels of the organization
-
Excellent verbal and written communication skills, with the ability to coach employees and leaders through dynamic conversations, deliver constructive feedback, and navigate and resolve workplace conflicts fairly and effectively
-
Highly organized, detail-oriented, and able to manage competing priorities in a fast-paced and evolving work environment.
-
Experience administering and configuring HRIS/payroll systems, including troubleshooting and supporting system implementations and maintenance
-
Change management experience, with a track record of driving organization-wide adoption of new policies, processes, or systems.
-
Strong HR analytics and data fluency, with the ability to build and interpret reports and dashboards (e.g., turnover, time-to-fill, headcount) to inform decisions
-
S/PHR or SHRM-S/CP certification preferred
-
Previous experience with ADP Workforce Now, Harri, and Employee Navigator preferred
-
Proficiency with Microsoft Office Suite
-
Ability to travel up to 30% for team meetings, company events, and site visits
Physical Requirements
This is primarily a light-duty role performed in an office or hybrid work environment.
-
Prolonged periods sitting or standing while working at a computer.
-
Visual acuity sufficient to read documents and work on a computer screen for extended periods.
-
Hearing and speech abilities sufficient to communicate effectively in person, by phone, and via video conference.
-
Manual dexterity sufficient for regular use of a computer keyboard and standard office equipment.
-
Ability to attend occasional in-person meetings, trainings, or site visits as needed, which may include time spent walking or standing on a production floor or retail location.
-
Ability to lift up to 15 pounds on occasion for office or event needs.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this role.
The Company is proud to be an Equal Opportunity Employer.
We do not discriminate based on race, age, ancestry, creed, color, religion, gender, sexual orientation, pregnancy, childbirth or related condition, unemployment status, gender identity or expression, transgender status, marital status, domestic violence or sexual violence victim status, national origin, citizenship, disability, covered veteran and/or military status, genetic information, familial status, or any other characteristic protected under applicable federal, state, and local law. The Company conducts pre-employment screenings in compliance with local, state, and federal laws, and utilizes E-Verify to confirm U.S. employment eligibility.
The duties of this position may change from time to time. The Company reserves the right to add or delete duties and responsibilities at its discretion. This posting describes the general nature and level of work expected and is not intended to be all-inclusive.
