Director of Human Resources

PURPOSE/SCOPE:

The Human Resource Director provides strategic leadership for the organization’s people, health, and safety agenda by setting direction and governance for HR policies, programs, and the HR team, and by overseeing the company’s health and safety strategy and performance. This role ensures compliance, strengthens organizational capability, and advances the company’s mission and talent strategy through a high-performing, values-aligned culture.

Job Specifications/Qualifications: (Min. knowledge, skills, and abilities required)

• Partners with the leadership team to set and execute the organization’s people, health, and safety strategy aligned to business objectives.
• Builds a high-performing HR and Safety function by leading and developing the Safety Manager and HR Business Partner through coaching, clear expectations, goal setting, and performance and development planning.
• Establishes governance for HR and safety policies, processes, and training to ensure consistency, scalability, and alignment to compliance requirements and organizational strategy.
• Provides enterprise leadership and oversight for core HR and safety programs, including compensation, benefits and leave administration, employee relations (discipline, investigations, dispute resolution), performance and talent management, recognition and engagement, occupational health and safety, and training and development.
• Leads Total Rewards strategy and benefits administration, including vendor partnerships, annual renewals, plan design and cost-management recommendations, employee communications, and continuous improvement of the employee experience.
• Owns enterprise workforce and talent planning, including succession planning and leadership pipeline development, to mitigate talent risk and ensure bench strength for critical roles.
• Anticipates staffing needs and leads recruiting and selection strategy; develops and executes best practices to attract, hire, and retain talent.
• Leverages HRIS and talent systems to define, monitor, and report key people metrics; analyzes trends to guide leadership decisions and continuous improvement.
• Ensures compliance and risk management across applicable federal, state, and local employment and safety regulations; maintains audit-ready practices and updates policies and processes as needed.
• Stays current on emerging trends, best practices, regulatory changes, and enabling technologies; translates insights into actionable recommendations and communicates changes to senior leadership.
• Develops and manages the HR and Safety budget, aligning resources to priorities and demonstrating return on investment where feasible.
• Provides governance and continuous improvement for the learning management system (LMS), including system administration, maintenance and updates, training compliance tracking, and the development of role-based curriculum and learning pathways.
• Partners with HR contacts at Trans-Matic’s global locations to promote alignment on core people practices while supporting local requirements.

• Bachelor’s Degree in Business Administration, Human Resources or related field, or equivalent combination of education & experience.
• Minimum of 5 years of human resource management experience.
• Advanced knowledge of employment law.
• Proficient computer skills including Microsoft Office and ERP system knowledge

PREFERRED EXPERIENCE & EDUCATION:

• • Master’s degree in Business Administration.
  • Certification as a Senior Professional in Human Resources (SPHR), or SHRM Senior Certified Professional (SHRM-SCP).
  • HR experience working in a manufacturing environment.
  • Experience with ADP Workforce Now

REQUIRED INTERPERSONAL & BEHAVIORAL SKILLS:

• Excellent verbal and written communication skills.
• Excellent interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.

PHYSICAL REQUIREMENTS AND WORKING CONDITIONS:

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 that do not cause an undue hardship on the company may be made to enable individuals with disabilities to perform the essential functions, as long as that would not hinder or prevent performance of duties or be of a safety concern.

Physical Job Tasks:

• Walking, stepping up or down, and standing.
• Extended periods of manual typing and writing.
• Transportation to and from facilities on company time.