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Director of Human Resources
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Are you ready to take the next step in your career and become a part-owner of an innovative company? We are looking for enthusiastic individuals to join our team, and no prior experience is necessary! We provide comprehensive training to ensure your success. This is your chance to grow with us and share in the rewards of our collective success. Apply today and start your journey towards a brighter future!
Summary: The Director of Human Resources is a key business leader responsible for strengthening Tri City’s performance through its people. This role goes beyond traditional HR to build a high-accountability, employee-owner culture where leaders are equipped and expected to manage performance, develop their teams, and uphold company standards. The Director partners closely with senior leadership to align talent, structure, and systems with the company’s long-term goals, while ensuring HR practices are practical, field-relevant, and consistently applied across both frontline and leadership teams.
Key Responsibilities Include:
Strategic HR Leadership
- Develop and implement HR strategies aligned with organizational goals.
- Advise executive leadership on workforce planning, organizational structure, and culture initiatives.
- Lead company-wide culture and organizational evolution initiatives, aligning leadership behaviors, systems, and incentives with the company’s goals.
- Embed and reinforce an employee-owner mindset by aligning HR practices, communication, and leadership behaviors with ESOP principles, including accountability, financial literacy, and long-term value creation.
Talent Acquisition & Workforce Planning
- Oversee full‑cycle recruitment and retention strategies.
- Design and implement talent strategies specifically for frontline and skilled trade roles, including installers and field technicians, with a focus on attraction, onboarding, retention, and career pathing.
- Build employer‑branding initiatives to attract top talent.
- Forecast staffing needs and develop workforce plans.
- Establish clear role definitions, decision rights, and accountability structures across the organization to reduce ambiguity and improve execution.
Employee Relations & Culture
- Foster a positive, inclusive, and high‑engagement work environment. Or, what about: Foster a high-performing, inclusive, accountable, respectful workplace.
- Serve as a trusted resource for conflict resolution and employee concerns.
- Partner with operations leaders to ensure HR practices are practical, field-relevant, and adopted at the frontline level.
- Ensure HR operates with appropriate authority and boundaries, reinforcing consistency in policy application and leadership accountability.
Performance Management
- Oversee performance review processes and leadership development programs.
- Hold leaders accountable for effective people management, including addressing underperformance, providing candid feedback, and upholding company standards.
- Develop and implement an appropriate training strategy to address skill gaps and advance our organizational performance.
- Build leadership capability in coaching, conflict resolution, and performance accountability.
Compensation & Benefits
- Manage compensation strategy, salary benchmarking, and pay‑equity reviews.
- Oversee benefits programs and vendor relationships.
- Ensure competitive and compliant total‑rewards offerings.
Compliance & Risk Management
- Ensure compliance with federal, state, and local employment laws.
- Maintain HR policies, employee handbooks, and documentation standards.
- Oversee workplace investigations and risk‑mitigation strategies.
HR Operations & Technology
- Lead HRIS management and data‑driven decision‑making.
- Monitor HR metrics (turnover, engagement, time‑to‑hire, etc.).
- Translate HR data and metrics into actionable insights that drive decisions on hiring, retention, performance, and organizational effectiveness.
- Optimize HR processes for efficiency and scalability.
Community Involvement & Outreach
- Lead the development of community engagement strategies that support talent pipelines by building and maintaining partnerships with schools, career fairs, workforce agencies, nonprofits, and civic organizations to promote employer visibility and community trust.
- Oversee volunteer programs, employee engagement events, and corporate social responsibility (CSR) activities that reinforce company culture and community impact.
Social Media & Employer Branding
- Direct the organization’s employer‑brand across social media platforms by guiding content strategy, messaging, and HR‑related campaigns; ensuring consistent, values‑aligned messaging that highlights company culture, employee achievements, and community initiatives.
- Approve and oversee recruitment‑focused digital content, including job‑related posts, employee spotlights, and culture‑building storytelling.
Required Skills/Abilities
- Strong leadership and communication abilities.
- Deep knowledge of employment laws and HR best practices.
- Ability to build credibility with both frontline employees and senior leadership in an operational, hands-on environment.
- Analytical mindset with experience using HR metrics and systems.
- High emotional intelligence and sound judgment.
Education and Experience:
- Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
- 7–10+ years of progressive HR experience, including leadership roles.
- Experience in strategic planning, employee relations, and organizational development.
- SPHR or SHRM-SCP certification a plus
Physical Demands:
Required to be able to sit, stand, walk and occasionally lift up to 15 pounds.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Work Environment
The employee will work in an office environment.
EEO STATEMENT:
Tri City Glass & Door is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national origin, age disability or any other status protected by law. We will provide reasonable accommodation to qualified individuals with disabilities.
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