WHAT DOES A HUMAN RESOURCES DIRECTOR DO?

Published: July 28, 2025 - The Human Resources Director oversees the Human Resources, Employee Health, and Education departments to ensure effective personnel management and adherence to company policies. This role leads recruitment efforts, employee orientation programs, compensation planning, and recognition initiatives to support organizational goals and employee engagement. The director also maintains HR records, manages the workers' compensation program, conducts wage market analysis, and prepares the personnel operations budget.

A Review of Professional Skills and Functions for Human Resources Director

1. Human Resources Director Duties

  • Change Management: Partner with the General Manager to proactively identify and plan for organizational changes to achieve the pace of evolution and change to achieve business goals
  • Culture Development: Drive organizational change, develop a values-driven culture and lead management in employee engagement
  • Leadership Coaching: Coach, advise, and support the leadership team in creating a high performing organization which delivers on all commitments
  • HR Support: Provide comprehensive Human Resources support, including flawless administration, focusing on problem-solving that embraces the needs of stakeholders
  • Program Execution: Execute annual cycle programs such as compensation and benefits, performance management, and talent development
  • People Development: Lead the location Human Resources team through the development and implementation of practices and processes to facilitate people and organizational development, aligned to organization goals
  • Talent Acquisition: Implement strong recruitment programs and effective sourcing strategies to ensure the organization has the right talent in the right role at the right time
  • Policy Compliance: Partner effectively with Corporate and Division Legal and Human Resources colleagues to ensure compliance and policy alignment with legal and regulatory requirements
  • Safety Promotion: Communicate, promote, and support the enforcement and continuous improvement of the AEC Safety and Enterprise Effectiveness programs

2. Human Resources Director Details

  • Leadership Support: Work closely with the team leads to help them be effective leaders within the organization
  • Culture Advocacy: Be a culture champion, and help infuse the company's values and mission
  • Performance Management: Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year
  • Talent Acquisition: Manage hands-on, full cycle recruiting, new hire orientation and onboarding for leadership, administrative and production roles
  • Policy Review: Collaborate with HR team to review and improve HR policies, objectives, and initiatives
  • Employee Relations: Act as the point person for employee relations
  • Conflict Resolution: Support employees and managers in resolving conflicts/issues
  • HR Administration: Responsible for managing the administrative and human resource areas of the hospital
  • HR Oversight: Responsible for planning, organizing, directing, reviewing, evaluating, and controlling human resource activities
  • Regulatory Compliance: Ensure the hospital is compliant with personnel regulations typically found in an acute care hospital setting

3. Human Resources Director Responsibilities

  • Staff Recruitment: Recruit professional and administrative staff
  • Campus Hiring: Coordinate the college recruitment program
  • Performance Appraisal: Coordinate the firm's performance feedback and appraisal systems
  • Culture Building: Work directly with all Partners to create a "great place to work"
  • Event Planning: Coordinate and plan a steady flow of fun firm events
  • Employee Recognition: Assist Partners with employee recognition
  • Legal Compliance: Ensure that the firm complies with labor laws
  • Policy Management: Maintain, communicate and interpret personnel policies and procedures
  • Mentorship Coordination: Coordinate the firm's staff mentoring system
  • Confidential Support: Provide a safe place for staff to go to on sensitive, confidential issues
  • Benefits Management: Coordinate the firm's benefits programs
  • New Hire Orientation: Coordinate the firm's orientation program for new employees
  • Job Descriptions: Coordinate the preparation of job descriptions
  • Training Coordination: Coordinate the firm's training/CPE program
  • Exit Procedures: Ensure that termination procedures are properly administered
  • Survey Analysis: Periodically administer employee attitude surveys and analyze results
  • HR Trends: Keep abreast of developments in the human resources field

4. Human Resources Director Job Summary

  • HR Planning: Develop and administer various human resource plans and procedures for all personnel
  • Hiring Coordination: Advertising, internal job posting, application screening, coordination of interviewing, extending offers of employment and completing necessary paperwork
  • Position Tracking: Develop and maintain a tracking system for open positions
  • Records Management: Maintain personnel files, including training records and all necessary new hire paperwork
  • Training Delivery: Deliver training to employees and managers
  • Policy Interpretation: Guide the interpretation of policies and procedures
  • Issue Prevention: Work with managers to resolve and prevent employee relations issues by coaching and training
  • HR Documentation: Ensure complete and consistent Human Resources documentation, including but not limited to documentation of disciplinary actions and training compliance
  • Staff Leadership: Managing and directing subordinate staff to identify goals and objectives
  • Conflict Management: Handle complex and sensitive employee relations and human resources issues that have an organizational impact or legal ramifications
  • Manager Advising: Advise managers on performance management, workforce planning and compensation
  • HRIS Maintenance: Enter and maintain all employee information in HRIS

5. Human Resources Director Accountabilities

  • Strategic Planning: Establish HR strategic objectives that support the overall business strategy and lead the implementation
  • Business Alignment: Participate in the development of the annual business plan and long-range strategic plan for the business
  • Culture Stewardship: Act as the foremost steward of the Company's values and culture
  • Safety Compliance: Direct the health/safety and environmental functions to ensure compliance with all state, federal and local laws and environmental requirements
  • Regulatory Guidance: Provide guidance and support at all management levels to ensure consistent and sound health/safety and environmental management and adherence to business values, policies and practices as well as state, federal and local laws and standards
  • Program Development: Develop/recommend responsive programs and appropriate related management systems
  • Talent Acquisition: Develop and implement recruiting plans to meet business strategic needs
  • Employee Development: Support strategic objectives through employee development, organizational efficiency, and communication
  • Labor Relations: Promote positive employee relations practices in a manner that conforms to the law, protects the culture, and maintains a union-free environment
  • Training Design: Identify, develop, and implement training programs that meet strategic and business needs for current/future skill and behavior requirements
  • Compensation Management: Manage wage/salary administration process, performance review process, and benefits administration
  • Policy Administration: Serve as a management resource to ensure consistent administration of established policies
  • Team Engagement: Support teamwork through training, facilitating, recognition, and communication

6. Human Resources Director Functions

  • HR Leadership: Strategic and tactical leadership for all people-related processes tied to business strategies
  • HR Operations: Organize planning, recruiting, compensation and benefits, Global HR support, leadership coaching, employee relations, performance management, training and development, and safety
  • Team Management: Lead and organize the HR team to meet the needs of the business, build team capability and deliver on annual objectives
  • Process Optimization: Optimize HR services through streamlined processes and the use of technology that results in practical and helpful solutions for employees
  • Change Management: Utilize effective consulting and change management techniques to elevate leadership capabilities, provide guidance on issue resolution and drive innovation
  • Strategy Participation: Serve as a member of the company management team, participating in developing the company strategy and monitoring the health of the business and industry
  • Global Oversight: Leadership of global HR operations and processes for the headquarters in Kent, WA and global offices
  • Culture Stewardship: Protect and enhance the uniqueness of the DCI employee culture and continue to build DCI’s employment brand
  • HR Delivery: Own the delivery and effectiveness of core HR initiatives
  • Staff Development: Manage and develop the People Ops and Office Management team members
  • Program Management: Develop and maintain programs for onboarding, performance management, employee engagement, and learning and development
  • Issue Resolution: Proactively and thoughtfully address workplace and employee relations issues on an individual and systematic basis
  • Legal Compliance: Ensure compliance with applicable labor and employment laws and regulations
  • Policy Development: Develop and manage thoughtful people policies and practices that fairly balance the interests of all team members and are consistent with the culture of the company

7. Human Resources Director Job Description

  • Hiring Practices: Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce, including sourcing, screening and interviewing applicants, offers and hiring, employee orientation and new hire training
  • Performance Management: Leads the implementation of the performance management system that includes employee scorecards, career path development plans and employee development programs
  • Training Development: Establishes and manages an in-house training system that addresses company needs including training need assessment, new employee orientation, management development, cross-training, safety training and the measurement of training impact
  • Vendor Coordination: Assists managers with the selection, contracting and coordination of external training programs and consultants
  • Risk Mitigation: Mitigates company exposure to lawsuits
  • Compliance Reporting: Directs the preparation of information for said compliance and protects the interests of employees and the company by the company's Human Resource policies, governmental laws and regulations
  • Regulatory Compliance: Prepares information for compliance with laws for agencies reflected above, in addition to Workers' Compensation and Unemployment
  • Procedure Monitoring: Monitors the administration of established standards and procedures
  • Process Improvement: Identifies opportunities for improvement and resolves any discrepancies
  • Policy Review: Conducts a continuing study of all Human Resources policies, programs and practices to keep management informed of new developments
  • Policy Formulation: Formulates and recommends Human Resource policies and objectives for the company regarding employee relations
  • Management Communication: Partners with management to communicate Human Resource policies, procedures, programs and laws
  • Benefits Strategy: Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention
  • Benefits Monitoring: Monitor national benefits environment for options and cost savings, together with the Owner and Business Manager, and obtain cost-effective, employee-serving benefits
  • Benefits Administration: Manage education, offering and enrollment of benefits monthly and at annual Open Enrollment
  • Invoice Accuracy: Responsible for the accuracy of the monthly benefit invoices and reporting

8. Human Resources Director Overview

  • Compensation Analysis: Monitors all pay practices and systems for effectiveness and cost containment through market research to establish pay practices and pay bands that help to recruit and retain superior staff
  • Pay Management: Establish company wage and salary structure, pay policies and manage the pay systems including 30-day bumps, bonuses and raises
  • Employee Relations: Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
  • Internal Communication: Maintains communication with employees through monthly newsletter, periodic notices and electronic tasks
  • Discipline Oversight: Monitors and advises managers and supervisors in the progressive discipline of the company
  • Performance Monitoring: Monitors the implementation of performance improvement plans (PIPs) for non-performing employees
  • Termination Review: Reviews, guides and approves management recommendations for employment terminations
  • Issue Investigation: Conducts investigations when employee complaints or concerns are brought forth
  • Appeals Handling: Reviews employee appeals through the company complaint procedure
  • Goal Alignment: Assists in establishing departmental measurements that support the accomplishment of the company's strategic goals
  • Program Development: Develops and administers programs, procedures and guidelines to help align the workforce with the company's strategic goals
  • Report Preparation: Assists in the preparation of periodic reports for management, to track strategic goal accomplishment
  • Org Development: Designs and manages a company-wide process of organizational development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design and change management
  • Meeting Participation: Participates in executive, management, operations and company staff meetings
  • Event Coordination: Assist with the coordination of and attend other meetings and seminars
  • HR Systems: Manages the development and maintenance of Human Resources software, data and records
  • Professional Conduct: Approach others in a tactful manner
  • Stress Management: React well under pressure and treat others with respect and consideration, regardless of their position
  • Accountability Ownership: Accept responsibility for own actions
  • Commitment Fulfillment: Follow through on commitments
  • Feedback Management: Manage employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, one-on-one meetings and technology
  • Executive Reporting: Keeps the Owner and executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the management level

9. Human Resources Director Details and Accountabilities

  • Strategic Partnership: Act as a strategic thought partner for an individual site and/or significant BU/region or as the lead HR partner with an Executive Leadership Team member to develop and implement human resource strategy to achieve its current and future business objectives
  • Project Leadership: Develop and plan business unit, site, or EW Shared Service function human resources projects and activities with accountability for the successful completion of all project deliverables
  • Team Management: Lead, direct, evaluate and develop a team of HR professionals to ensure the HR strategy is implemented effectively, within budgets, and complies with all regulations, laws and employment standards
  • Succession Planning: Develop a robust talent development and succession planning in alignment with functional growth strategies across HR
  • Program Delivery: Lead or partner with COEs to deliver human resource programs for client groups to ensure the organization's current and future talent requirements are met
  • Workforce Planning: Provide leadership in partnership with COEs to evaluate the organization's future workforce needs, to recommend changes to the HR strategy and to adapt existing HR programs to meet these needs
  • Talent Consulting: Use highly effective consulting skills and principles to advise, influence and partner with leadership on talent strategies and actions to build organizational capabilities and an engaged and high-performing organization
  • Needs Analysis: Proactively analyze trends and metrics to identify training needs or individual executive coaching needs for assigned client group(s) and partner with COEs or Shared Service groups to develop solutions, programs and policies
  • Talent Selection: Participate in the interview/selection of talent in assigned client groups and perform compensation analysis to drive competitive offers
  • Program Evaluation: Participate in the evaluation and monitoring of training and coaching programs to ensure success
  • HR Integration: Lead HR aspects of merger and acquisition activities, functional consolidations, or other large HR initiatives for the assigned business groups

10. Human Resources Director Tasks

  • Compensation Analysis: Analyze compensation standards set by industry and governing bodies to create salary structures and administer employee benefits
  • Staff Management: Manage human resource staff by recruiting, selecting, orienting, and training employees
  • HR Strategy: Amplify the organization's human resources department by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices
  • HR Operations: Head up all HR activities, communications, reports, requests and documents created and received by the team
  • Performance Evaluation: Evaluate reports provided by the HR team, team leaders, and operations managers to determine employee performance and training needs
  • Exit Procedures: Organize exit interviews and procedures
  • Policy Training: Teach employees such that they follow all policies and procedures
  • Records Management: Retain historical human resource records by designing a filing and retrieval system and keeping past and current records
  • Talent Acquisition: Establish recruitment plans, interview schedules, and evaluation standards by HR methodologies and labor laws
  • Policy Development: Establish management guidelines by preparing, updating, and recommending human resource policies and procedures
  • Cross Collaboration: Participate in interdepartmental meetings with other managers
  • Legal Compliance: Understand and implement applicable human resource federal and state requirements, conduct investigations, maintain records, and represent the organization at hearings

11. Human Resources Director Roles

  • HR Oversight: Oversee all HR activities, communications, reports, requests and documents created and received by the team
  • Records Management: Maintain historical human resource records by designing a filing and retrieval system and keeping past and current records
  • Policy Development: Put in place management guidelines by preparing, updating, and recommending human resource policies and procedures
  • Compensation Analysis: Explore compensation standards set by industry and governing bodies to create salary structures and administer employee benefits
  • Team Collaboration: Attend interdepartmental meetings with other managers
  • HR Strategy: Enhance the organization's human resources department by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices
  • Exit Procedures: Administer exit interviews and procedures
  • Talent Acquisition: Create recruitment plans, interview schedules and evaluation standards by HR methodologies and labor laws
  • Performance Review: Assess reports provided by the HR team, team leaders and operations managers to determine employee performance and training needs
  • Legal Compliance: Maintain and deploy applicable human resource federal and state requirements, conduct investigations, maintain records, and represent the organization at hearings
  • Policy Training: Assist employees such that they follow all policies and procedures
  • Staff Leadership: Lead human resource staff by recruiting, selecting, orienting, and training employees

12. Human Resources Director Additional Details

  • Team Leadership: Lead a team of HR Generalists to deliver strong HR services and guidance to the Marketing Services organization
  • Service Delivery: Deliver HR services for both a high-volume, non-exempt workforce and exempt professionals
  • Cross Collaboration: Collaborate with HR Partners (Other HRGs, Talent Acquisition, Talent Development, Rewards and Recognition, HR Services), Legal, Finance and IT to deliver HR solutions that meet the needs of the business
  • HR Compliance: Maintain knowledge of progressive HR practices and compliance matters
  • Project Management: Manage specific projects and participate in functional and cross-functional initiatives
  • Strategic Direction: Provide strategic leadership and direction for the EMEA HR team, particularly in the fields of professional development, succession planning, performance management, employee relations, organizational design and strategic programs such as Diversity, Equity and Inclusion
  • Growth Planning: Develop a roadmap to lead the EMEA HR team through rapid growth and ensure that the people, programs, and processes necessary to scale are in place
  • Workforce Planning: Collaborate with senior organization leaders across the region, including Talent Acquisition and FP&A, to develop and execute on the 2022 workforce plan and attrition modeling
  • Career Framework: Guide the HR team in developing and maintaining thoughtful and clear career ladders with competencies that will serve as a framework for hiring and promotions, in partnership with organization leaders
  • Org Design: Advise on strategic organizational design initiatives, as well as high-level, sensitive, or critical employee relations issues across EMEA
  • Inclusion Advocacy: Foster a diverse workplace that enables all employees to contribute to their full potential in pursuit of their professional goals and the organization's objectives
  • Experience Improvement: Drive measurable improvements to Lime’s employee experience by developing effective programming to help address any themes highlighted in employee pulse surveys

13. Human Resources Director Essential Functions

  • Leadership Modeling: Models effective leadership, communication, and mentoring skills
  • Staff Development: Promotes staff development using the concepts and tools supporting the “Sharp Experience”
  • Strategic Execution: Collaborates with HR&TM and entity leadership in strategic planning and execution of implementing organization programs, procedures and processes
  • HR Oversight: Provides and communicates direction and oversight for the entity's HR team, ensuring that processes, policies, programs and strategies are in alignment with both the best place to work vision and with line of sight to Sharp HealthCare’s overall mission and vision
  • Trend Monitoring: Proactively stays current and seeks the best and innovative approaches in identifying new trends, best practices, regulatory changes, and new technologies in human resources, talent management, training, and employment and labor law
  • Knowledge Application: Applies this knowledge and collaborates with HR&TM, entity leadership, and HR team to determine the best methodology for a consistent approach and delivery
  • Quality Initiatives: Collaborates with HR&TM to facilitate and or participate in committees and/or initiatives to address quality improvement in human resource programs and processes
  • Metrics Utilization: Establish and utilize metrics to design, implement, and re-evaluate human resource programs and processes based on data analysis and outcome measures
  • Process Improvement: Leads the entity HR team and collaborates and partners with HR&TM in utilizing High Reliability Organization (HRO) tools to identify areas for improvement and implement changes, addressing enhancements and recommendations to HR&TM programs and processes
  • Tech Integration: Evaluates, implements and utilizes technology to improve data integrity and reduce errors and or identify trends to make recommendations for programs and processes
  • Innovation Guidance: Partnering with HR&TM to provide expertise and guidance to identify best practices and innovation to identify, develop, execute, and or maintain programs and processes that address best place to work strategies
  • Engagement Strategy: Utilizes tools such as employee engagement survey data and other survey data to identify, develop, address, and action a plan to continuously sustain and improve engagement scores and identify workforce initiatives
  • Training Leadership: Leads, supports, and executes staff and leadership curriculum training and development initiatives driven by the system leadership development committee and HR&TM
  • HR Coordination: Plans, leads, directs, develops, and coordinates the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization's mission and talent strategy
  • Issue Resolution: Leads with initiative and resilience in providing insight, recommendations, and expertise in de-escalating employee relations issues and addressing ongoing employee engagement downward trends as identified
  • Budget Management: Responsible for adherence to HR Operations budget and accounts for variances within the department
  • Policy Alignment: Ensures HR practices, policies, and programs are administered and reviewed and aligned for fiscal responsibility in collaboration with HR&TM

14. Human Resources Director Role Purpose

  • Policy Implementation: Oversees the day-to-day implementation of policies and procedures in the areas of staffing, employee relations, compensation and benefits, and performance management
  • Benefits Oversight: Oversees payroll and benefits for the company
  • Legal Compliance: Monitors and ensures compliance with the Company's legal obligations to employment laws
  • Strategy Development: Develops organization strategies by identifying and researching human resources issues
  • Strategic Contribution: Contributes information, analysis, and recommendations to the organization's strategic thinking and direction
  • Objective Alignment: Establishes human resources objectives in line with organizational objectives
  • Strategy Execution: Implements human resources strategies by establishing department accountabilities
  • Staff Management: Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff
  • Performance Review: Plans, monitors, appraises, and reviews staff job contributions, and maintains compensation
  • Operational Strategy: Determines production, productivity, quality, and customer-service strategies
  • System Design: Designs systems, accumulates resources, resolves problems and implements change
  • Financial Planning: Develops human resources operations and financial strategies
  • Forecast Analysis: Estimates, forecasts, and anticipates requirements, trends, and variances
  • Resource Alignment: Aligns monetary resources, develops action plans, measures and analyzes results, initiates corrective actions, and minimizes the impact of variances
  • Labor Relations: Leads discussions of the Labor Management Committee

15. Human Resources Director General Responsibilities

  • CBA Guidance: Works closely with managers, providing guidance and understanding on understanding of CBA-related items
  • Project Management: Accomplishes special project results by identifying and clarifying issues and priorities
  • Requirements Coordination: Communicates and coordinates requirements, expedites fulfillment, and evaluates milestone accomplishments
  • HR Support: Supports management by providing human resources advice, counsel, and decisions
  • Data Analysis: Analyzes information and applications
  • Policy Development: Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines
  • Values Enforcement: Communicates and enforces organizational values
  • Legal Compliance: Complies with federal, state, and local legal requirements by studying existing and new legislation
  • Compliance Advising: Enforces adherence to requirements and advises management on actions
  • Knowledge Development: Updates job knowledge by participating in conferences and educational opportunities
  • Professional Networking: Reads professional publications, maintains personal networks
  • Industry Engagement: Participates in professional organizations
  • Reputation Building: Enhances department and organization reputation by accepting ownership for accomplishing new and different requests
  • Value Exploration: Explores opportunities to add value to job accomplishments

16. Human Resources Director Key Accountabilities

  • Business Alignment: Align business objectives with employees and management in designated business units
  • HR Consulting: Serves as a consultant to management on Human Resource-related issues
  • Change Advocacy: Act as an employee champion and change agent
  • Needs Communication: Communicate needs proactively with HR and business management, the HRBP seeks to develop integrated solutions
  • Communication Strategy: Develop and execute communication strategies and processes that support and/or drive change management and continuous improvement techniques
  • Org Restructuring: Partner with business leaders to restructure around strategic objectives
  • Talent Planning: Understands and drives the talent needs for the business
  • Team Engagement: Conduct weekly meetings with respective business units
  • Manager Support: Consult with line management, providing HR guidance
  • Leadership Contribution: Contribute as an effective member of the leadership team
  • HR Partnership: Establish partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization
  • Solution Delivery: Collaborate with HR Partners (Other HRGs, Talent Acquisition, Talent Development, Total Rewards, HR Services), Legal, Finance and IT to deliver HR solutions that meet with needs of the business
  • Team Leadership: Lead a team of HR Generalists to deliver strong HR services and guidance to the client
  • Business Literacy: Establish a culture of an effective level of business literacy about the business unit’s financial position, its mid-range plans, its organizational culture and its competition, including international responsibilities
  • HR Compliance: Apply knowledge to ensure HR is implementing progressive HR practices while maintaining compliance standards
  • Project Leadership: Drive specific projects and participate in functional and cross-functional initiatives
  • Performance Coaching: Lead day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
  • Staff Guidance: Guide and coach staff to respond to complaints and line manager questions and HR needs
  • Trend Analysis: Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies

17. Human Resources Director Roles and Details

  • Regulatory Compliance: Identifies legal requirements and governmental reporting regulations
  • Claim Management: Ensures unemployment claims are responded to timely and accurate manner
  • Team Supervision: Manages the HR team, including SNE personnel and coordinates management training
  • Talent Acquisition: Recruits, interviews, and selects employees to fill salaried and hourly positions
  • New Hire Orientation: Plans and conducts new employee orientation
  • Benefits Records: Keeps records of benefit plans
  • Compensation Oversight: Oversees and administers complex compensation programs
  • Issue Resolution: Advises management in the appropriate resolution of employee-related issues
  • Policy Communication: Responds to inquiries regarding policies, procedures, and programs
  • Benefits Administration: Administers benefits programs and meets and reviews grievances with the union
  • Workplace Culture: Establish policies and practices to maintain a positive work environment that is conducive to employee engagement and retention
  • Staff Planning: Ensure that the facility is properly staffed at all times to achieve maximum efficiency
  • Union Relations: Work to establish a good working relationship with the union representing the local workforce, to avoid disruption to plant productivity
  • HR Leadership: Provide HR leadership to the management team

18. Human Resources Director Responsibilities and Key Tasks

  • Strategic Alignment: Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention
  • Policy Implementation: Plan, lead, develop, coordinate, and implement required policies, processes, training, initiatives, and surveys to support the organization’s human resources compliance and strategy needs
  • Program Administration: Administer, or oversee the administration of, human resources programs including compensation, benefits, and leave
  • Staffing Assessment: Identify staffing and recruiting needs
  • Hiring Practices: Develop and execute best practices for hiring and talent management
  • Trend Analysis: Conduct research and analyze organizational trends, including review of key reports and metrics from the organization’s human resources information system (HRIS) or talent management system
  • Legal Compliance: Monitor and ensure the organization’s compliance with all applicable federal, state, and local employment laws and regulations, as well as recommended best practices
  • Policy Review: Review and modify policies and practices to maintain compliance
  • HR Trends: Maintain current knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
  • Change Communication: Apply this knowledge to communicate needed changes in policy, practice, and resources to upper management
  • Budget Planning: Develop and implement the departmental budget
  • Staff Development: Facilitate professional development, training, and certification activities for HR staff
  • Global Strategy: Consider geographical and professional differences between various international operating businesses (machine learning, technology, diagnostic operations, corporate back office) when setting and implementing all strategic initiatives and policies

19. Human Resources Director Duties and Roles

  • Onboarding Management: Manages new employee onboarding and orientation
  • Employee Counseling: Maintains regular communication with employees to include employee counseling
  • Exit Coordination: Oversees the Human Resources Department in conducting post-new hire check-ins and updates as well as employee exit interviews
  • Labor Relations: Coordinates communications with the Texas Workforce Commission as well as manages all labor relations activities in coordination with the General Counsel
  • Performance Monitoring: Coordinates and monitors yearly performance evaluations Firm-wide and works with Firm Management on merit increases
  • EEOC Compliance: Ensures compliance with the Equal Employment Opportunity Commission
  • Leave Administration: Oversees Human Resources Department management of FLMA and LOA paperwork and administration
  • Culture Alignment: Maintains a comprehensive understanding of the Firm’s culture and overall objectives
  • Metrics Reporting: Responsible for reporting on metrics of the department and ensuring compliance

20. Human Resources Director Roles and Responsibilities

  • Results Execution: Focuses on the result and manages barriers to execution
  • Influential Leadership: Influence with or without authority and self-starting
  • Peer Trust: Garner respect and trust from peers in a collaborative manner
  • Data Analysis: Strong analytical capability and ability to use data tools (predominantly Excel) to help translate workforce data into strategy, decision-making and business results
  • Confidential Handling: Handles sensitive and confidential situations with candor, confidence, and objectivity
  • Concept Mastery: Desire to thrive in an environment where there is the opportunity to master new concepts and align new and existing programs with business needs
  • HR Advising: Serves as an expert advisor on complex and routine employee relations as well as HR compliance matters, primarily focused on the Americas region
  • Regulatory Updates: Keep the HR department informed of best practices, changes in laws and regulations and employment trends
  • Leadership Support: Serves as an advisor to the Leadership Team as well as represents the organization at any labor hearings
  • Program Alignment: Collaborate with Professional Development to develop and deliver programs that align with advice and support to human resource professionals, partners, business services leadership and line managers
  • Talent Strategy: Help businesses ensure a diverse talent strength by advising leaders on decisions to build, develop talent, addressing the benefits and risks of each strategy
  • Compensation Review: Reviews trends in compensation and recommends opportunities and interventions for better alignment of programs to meet business needs
  • Policy Auditing: Perform continuous review and audit of employment policies and practices for the full employee life cycle and update to ensure compliance with applicable Federal, State and local employment laws and regulations
  • Data Preparation: Collect, organize, evaluate and analyze employee data in preparation for annual compliance filings
  • Records Management: Manage HR records retention program components including oversight for ongoing evaluation of requirements to ensure compliance with global laws and regulations and manage HR records-related retention activities for HR
  • File Maintenance: Ensures all human resource files and records are maintained and preserved by established company policies and state and federal regulations
  • Law Knowledge: Maintains current knowledge of other related government rules and regulations, including the Employee Retirement Income Security Act (ERISA), FLSA, FMLA, ADA, COBRA and other applicable Labor and/or Tax laws and regulations
  • Compliance Reporting: Fulfills compliance and reporting requirements
  • Benefits Expertise: Comprehensive knowledge of HR systems and benefits programs (Health, 401K, Wellness, etc.)

21. Human Resources Director Duties

  • Talent Strategy: Develops strategies, design processes, and leads talent management and acquisition initiatives to attract and retain the best and most diverse talent in the market and to support the growth of the organization
  • Recruitment Support: Supports hiring managers in all stages of the recruitment cycle, including crafting job descriptions, communicating with candidates, assessing their backgrounds, conducting interviews, and carrying out appropriate follow-up steps with hiring managers and candidates
  • Inclusion Leadership: Provides leadership in the implementation of diversity, racial equity, and inclusion in all HR practices and procedures
  • Needs Assessment: Assesses organizational needs and drives comprehensive solutions in areas such as performance management, training, and staff development
  • HR Benchmarking: Ensures the organization keeps up to date on the best practices regarding all aspects of human resources
  • Manager Coaching: Coaches and counsels supervisors on organizational matters, performance management, and equitable practices
  • Change Management: Co-develops effective change management strategies and ensures successful implementation
  • Legal Compliance: Conducts legal research to ensure that UWKC policies and procedures stay current and meet compliance standards and legal requirements
  • Culture Building: Helps build and maintain a culture that fosters high-performance, growth, innovation, collaboration, and support
  • DEI Representation: Represents Human Resources as a member of the Diversity, Equity, Inclusion Advisory Committee and ensures that Human Resources is represented in all racial equity and diversity matters throughout the organization
  • Career Planning: Develops and implements organizational strategies to optimally support employees’ career paths and succession planning

22. Human Resources Director Details

  • Engagement Strategy: Work closely with the management team to reduce turnover, increase employee engagement and promote the Core Values
  • Task Management: Handle multiple assignments, balance priorities, and make decisions quickly
  • Applicant Screening: Screens all applicants to ensure they meet the Hospital's hiring guidelines and ensures OFCCP compliance and fair hiring practices
  • Recruitment Strategy: Develops and evaluates recruiting resources and strategies, including recruitment ads, attending job fairs and networking with regional employment agencies and schools to recruit highly qualified candidates to fill open positions
  • Compensation Analysis: Analyzes relevant market factors, including compensation packages, shift differential and sign-on bonuses, along with the Controller and CEO, ensures a fair and equitable merit process
  • Policy Coordination: Works with CEO, leadership team and corporate compensation teams to determine salaries, compensation issues and other human resources policies and procedures
  • Employee Onboarding: Assists in orienting and training all new employees
  • Records Management: Responsible for creating and maintaining employee personnel, education and medical files
  • Incident Reporting: Reports all workers' compensation cases to the insurance carrier and OSHA
  • Compensation Management: Responsible for managing all aspects of workers' compensation
  • Performance Review: Responsible for the employee evaluation process
  • Evaluation Support: Assists managers in completing and presenting these evaluations to employees
  • Agency Communication: Responds to all requests for information from the unemployment office and all other government agencies
  • Hearing Participation: Attends unemployment, workers' compensation and EEO hearings
  • Payroll Oversight: Oversees payroll functions and acts as backup to the Payroll Coordinator
  • Employee Relations: Responsible for Employee Relations
  • Issue Resolution: Works directly with Managers on all employee issues
  • Policy Enforcement: Responsible for ensuring that Hospital policies and procedures are adhered to and promoting an open-door environment
  • Benefits Administration: Responsible for Employee Benefits, including presenting all benefits to employees at hire and during open enrollment
  • Benefits Liaison: Working closely with the corporate benefits department on issues and problems
  • HR Liaison: Acts as a liaison between Kindred Corporate and the rehabilitation hospital for all Human Resource issues

23. Human Resources Director Responsibilities

  • Program Leadership: Develop and drive People-centric programs (benefits, pay, retention, performance, succession planning, leadership training, etc.)
  • Problem Solving: Solve problems and get to the root cause of any issue, no matter how complex, and design and quickly implement solutions
  • Data Insights: Provide insightful data to guide decision-making and provide people with solutions to make teams more effective
  • Hiring Strategy: Guide and influence Operations Leadership to maintain consistent and effective hiring and retention practices that lead to strong employee engagement, best-in-class culture, and high employee morale
  • Orientation Experience: Own the new hire orientation experience and conduct feedback sessions to promote insight and growth
  • HR Translation: Translate current business needs into sound HR practices and policies while communicating cross-functionally to collaborate on best practices
  • Policy Oversight: Oversee and implement HR policies and procedures, programs and materials, benefits, personnel support, leaves, immigration and HR reporting while ensuring compliance with Federal, State and Local compliance laws
  • Employee Relations: Manage employee relations, conduct internal investigations and audits, and process and approve terminations and discipline
  • HR Compliance: Complete additional HR related tasks such as retention metrics, Safety and OSHA compliance, etc.

24. Human Resources Director Job Summary

  • Talent Interventions: Partners with HR COEs and broker services to design and develop necessary talent interventions that he/she then execute
  • Strategy Execution: Leads the execution of the HR people's strategy and processes impacting team members
  • Process Management: Ensures seamless execution of activities related to talent attraction, assessment, placement, performance, development and engagement
  • Behavior Analysis: Tracks trends in talent behaviors and executes on necessary action plans and interventions to shift team member behaviors
  • Succession Planning: Constantly monitors talent succession and action plans to partner with operations leaders and develop the next generation of leaders
  • Employee Engagement: Builds and maintains successful relationships with employees and engages them in talent succession plans
  • Org Design: Influences the evolution of the organization’s structure based on evolving talent needs and addresses talent trends before they impact the business
  • Data Utilization: Leverages organization data to inform talent strategies and other development activities
  • Leadership Coaching: Coaches and develops leaders while executing on leadership development interventions and leaning into HiPo talent
  • Career Development: Focus on team member development at all stages in the team member experience

25. Human Resources Director Accountabilities

  • HR Solutions: Provide value-added HR solutions to help improve organizational capability and effectiveness, aligning with Partners In Care’s short-term and long-term strategies
  • Talent Strategy: Develop best-in-class talent recruitment, retention, onboarding, engagement, and employee development practices
  • Performance Enhancement: Enhance organizational capability and performance through value-added management development, mentoring, and training programs
  • Values Integration: Infuse the company's core values into all HR programs including performance management, talent management, compensation, benefits, rewards, safety, onboarding, as well as employee processes and procedures
  • HR Analytics: Develop an HR dashboard that informs critical decisions with information related to cost, organizational performance, development, attrition, retention, productivity, and employee engagement and wellness
  • Benefits Oversight: Oversee the administration of all benefits, leave administration, FMLA, workers' compensation, safety programs, records/employee files management, pre-employment verification process, and any related HR program or policy
  • Diversity Inclusion: Create a talent management system integrating diversity, equity and inclusion, enabling the organization to harness the power of people with different backgrounds, ideas, experiences, and perspectives
  • Leadership Coaching: Be a coach and sounding board to the leadership team, develop leadership team-building activities, and facilitate strategic planning sessions
  • Workforce Planning: Implement predictive workforce analytics, skill gap analysis, and workforce planning for today’s modern workforce
  • Succession Development: Develop mentoring and succession planning programs to build internal talent bench strength while broadening developmental and growth opportunities
  • HR Initiatives: Drive critical HR initiatives in support of compliance, governance, safety, as well as other value-added services for all employees
  • Compliance Training: Ensure management has the tools and knowledge for HR compliance and regulatory requirements

26. Human Resources Director Functions

  • HR Partnership: Engage fully as an HR Business Partner for client groups, both to give counsel and to act as a sounding board to select client group leaders for strategic planning, program development, and operational execution that elevate business performance within their organizations
  • Change Leadership: Partner with business leaders to drive change and to create a high-performing culture, implementing human resources strategies, processes, programs and policies to realize the business’s current and future goals
  • Employer Branding: Engage closely with the CHRO to position InMoment as an employer of choice for highly engaging, customer-focused employees at all levels
  • Technology Enablement: Leverage best-in-class, high ROI technology, tools and processes to support a high-performing culture
  • Culture Integration: Support rapid growth and integration of newly acquired offices and efforts to socialize the InMoment culture and philosophies as the company continues to grow
  • Talent Strategy: Guide and facilitate talent development, succession planning, performance management, compensation strategies, and the underlying processes and methodologies (e.g., performance review process, talent reviews, compensation planning, etc.)
  • KPI Development: Partner with the HR team and business leaders to build out people KPIs, metrics, and reporting
  • Workforce Insights: Empowers leaders to better understand the root cause of workforce trends (attrition, engagement, retention, workplace practices that enhance the employee experience) to drive continuous improvement
  • Learning Support: Collaborate with leaders on strategies to support continuous learning and knowledge sharing
  • Inclusion Advocacy: Foster commitment to diversity and inclusion, equal employment opportunity, team building, and development at all levels
  • Risk Management: Manages risk to the company by ensuring compliance requirements are met in respective areas of the HR function

27. Human Resources Director Job Description

  • HR Strategy: Oversee all HR initiatives, systems and tactics
  • HR Strategy: Develop and implement HR strategies and initiatives aligned with the overall business strategy
  • Performance Management: Act to support the human factor in the company by devising strategies for performance evaluation, staffing, training and development etc.
  • Talent Acquisition: Manage the recruitment and selection process as related to a scaling tech business
  • Employee Onboarding: Work with hiring managers to coordinate and manage the onboarding of new employees
  • Immigration Support: Manage day-to-day activities and external relationships related to supporting the immigration process for existing and new staff regarding work permits and permanent residency
  • People Operations: Partner closely with the broader Operations team to ensure people operations programs, processes, and systems align with business goals and manage risk appropriately
  • Employee Experience: Act with the employee experience top of mind, continuously seeking feedback, inefficiencies, and maintaining business relationships based on trust and respect
  • Employee Relations: Partner with the Horizn Management Team to resolve employee relations issues
  • Staff Coaching: Provide coaching and counseling to management and staff
  • Legal Compliance: Collaborate with legal counsel on issues
  • Office Experience: Build a world-class employee and office experience and engagement program from the ground up
  • Business Partnership: Lead a strategic and collaborative people business partnership function that will enable people and business to thrive
  • Culture Development: Help evolve culture and values in ways that drive accountability and result in happy, engaged, high-performing individuals and teams

28. Human Resources Director Overview

  • Culture Leadership: Actively lead and fully support the "Safety Always" and "Quality First" working behaviors and mindset culture at the Tennessee Plant
  • Floor Presence: Lead and ensure an HR presence on the manufacturing floor through key meeting participation, regular interaction with managers and timely communication through various forums
  • HR Development: Continually lead the development of the HR staff to achieve a team of "generalists", each with one or more areas of expertise in recruiting, employee relations, employee engagement, training, benefits, payroll, etc.
  • Information Sharing: Develop materials for and lead regular and timely "Town Hall" meetings, monthly "Voice of the Employee" meetings, monthly leadership training and other formal information sharing forums to ensure the workforce is up to date on essential information
  • Executive Communication: Develop and present focused HR related information to the Managing Director every week
  • HR Alignment: Develop a collaborative working relationship with the Corporate HR Director to ensure full alignment on the key "One Hankook" issues, e.g., Health and Welfare Benefits, Compensation, Performance Management, Talent Management, etc.
  • Policy Development: Fully participate and contribute to the ongoing development and competitiveness of Hankook's policies, procedures and programs to achieve and maintain the "employer of choice" recognition in the region
  • Accountability Culture: Lead the continuing development of a culture of accountability throughout the organization as well as continuing and developing recognition and morale-building activities and events
  • Employee Relations: Develop human resources policies, programs and processes to encourage and enhance positive employee relations
  • Conflict Resolution: Optimize positive employee relations through listening, communicating, and solving employee concerns at their source
  • Plant Expansion: Participate in the planning and execution steps for the planned Phase 2 expansion at the plant through introducing advanced manufacturing staffing structures and utilization alternatives
  • Global Collaboration: Develop optimal working relationships with Global HR partners, share information readily and ensure best practices are shared
  • Community Relations: Lead the development and maintenance of positive relationships with organizations and key businesses throughout the region to maintain Hankook's good standing

29. Human Resources Director Details and Accountabilities

  • Strategic Alignment: Partner with the VP/GM and the PDRD leadership team, PSD leadership team to drive change, align human resources programs and initiatives with strategic objectives and annual business goals
  • Business Planning: Drive unified plans with measurable objectives that support business, financial and employee engagement goals
  • Leadership Support: Work with leadership teams to set direction, priorities and culture expectations, championing the Eaton Business System (EBS)
  • HR Excellence: Drive HR functional excellence through deployment of Eaton programs, ensuring quality of process and content and alignment with the EBS to achieve goals and objectives
  • Knowledge Management: Ensure that knowledge retention and sharing mechanisms are developed, continuously improved and sustained
  • Process Optimization: Develop, optimize, document and standardize sustainable processes, sharing best practices across the division and larger organization
  • Team Development: Lead and develop the skills of the Human Resources team to support business initiatives and goals including direct and functional reports
  • Best Practices: Encourage and drive knowledge retention and best practice sharing across the division
  • Talent Management: Build organizational capability through ownership of talent management processes, including acquisition, assessment, performance management, employee development, succession planning and retention
  • Talent Retention: Focus heavily on recruiting pipeline and retention of key roles, managers and employees
  • Compensation Management: Manage and develop employee compensation/reward and recognition programs, driving a pay-for-performance culture aligned with business objectives
  • Manager Accountability: Foster a culture of manager ownership and accountability of the employee life cycle
  • Employee Relations: Drive positive employee relations to provide an optimal work environment for all employees
  • Organizational Assessment: Effectively deploy communication plans and utilize assessment tools to determine organizational issues and action plans
  • Leadership Model: Exemplify and lead Eaton Values/philosophy and continue to be a steward for the Eaton Leadership Model including the attributes of Passion, Accountability, Learning, Transparency, Engagement, and Ethical behavior
  • Safety Culture: Foster a culture where ownership of health and safety is embraced by all employees
  • Regulatory Compliance: Utilize MESH and functional resources to ensure compliance with state/federal/local safety requirements and drive a zero-incident culture
  • Leadership Coaching: Provide leadership guidance, coaching, and mentoring
  • Change Management: Develop and implement solutions to organizational challenges by leading/coaching others through change
  • Knowledge Sharing: Facilitate a culture where best practices are retained and shared across the PSD Human Resources organization and the business and identify opportunities for sharing between groups

30. Human Resources Director Tasks

  • HR Oversight: Oversees Human Resources, Employee Health and Education departments
  • Policy Management: Plans, directs and carries out policies related to all phases of personnel activity and functional operations
  • Employee Recognition: Leads employee reward and recognition programs
  • Talent Acquisition: Develops recruitment plans and may assist with recruitment, interviews, and/or assist in the selection of employees to fill vacant positions
  • Employee Orientation: Plans and may conduct new employee orientation programs to foster positive attitudes toward company goals
  • Record Maintenance: Maintains records of personnel transactions such as hires, promotions, transfers, and terminations, including employee HR paper file and electronic files
  • Compensation Program: Manages workers' compensation program and works closely with Employee Health RN and insurance carrier
  • Wage Analysis: Conducts wage surveys within relevant labor markets to determine competitive wage rates
  • Budget Planning: Prepares the budget for personnel operations
  • Compensation Design: Responsible for suggesting new compensation structures or changes to existing plans
Relevant Information
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