The Human Resources Director provides strategic and operational HR leadership to support the organization’s workforce, culture, compliance, and organizational objectives. The position serves as a trusted partner to leadership and department heads while overseeing employee relations, talent acquisition, benefits, HR systems, performance management, compliance, and employee development.

Strategic Responsibilities

• Provide strategic HR guidance and consultation to leadership and department heads regarding employee relations, workforce needs, employment practices, policies, and organizational matters.
• Proactively identify and address employee relations concerns, complaints, grievances, and workplace issues, providing appropriate guidance and recommendations for resolution.
• Advise leadership regarding the interpretation and application of HR policies, employment practices, and applicable requirements.
• Develop and recommend HR policy revisions and organizational practices to support operational effectiveness, compliance, and employee engagement.
• Provide strategic oversight of talent acquisition, compensation, performance management, employee development, and retention initiatives.
• Monitor HR trends, workforce data, and organizational needs and provide recommendations to leadership.
• Support compliance with Territorial, National Headquarters, and applicable employment requirements.
• Serve as the HR representative in employment-related proceedings, investigations, and other matters as appropriate.
• Partner with Territorial HR/THQ and other internal and external partners on HR initiatives, compliance, benefits, and organizational priorities.
• Promote employee engagement, recognition, professional development, and a positive organizational culture.

Tactical & Operational Responsibilities

Talent Acquisition & Onboarding

• Manage recruitment activities, including job postings, candidate review, interview coordination, background checks, employment offers, and onboarding.
• Coordinate new employee orientation and completion of required employment documentation, policies, benefits, and compensation information.
• Maintain the Territorial Registry and required background check documentation.

Benefits Administration

• Administer employee benefit programs and serve as a resource to employees regarding benefit eligibility, enrollment, and general benefit questions.
• Coordinate annual open enrollment communications and materials for health plans, voluntary life insurance, FSA, AFLAC, and other benefit programs.
• Maintain employee benefit information and health profiles and coordinate replacement medical cards as needed.
• Coordinate benefits education and presentations with external providers, including Mutual of America, KeyBank, and AFLAC.

Leave Administration

• Administer and coordinate employee leaves, including FMLA, NYPFL, Disability, and other applicable leave programs.
• Support employees throughout the leave and claims process and provide guidance regarding required documentation and procedures.
• Communicate leave status, requirements, and return-to-work information with employees, supervisors, and department heads.
• Complete incident reports and coordinate Workers’ Compensation claims.
• Provide required monthly NYPFL reporting to THQ.

 HR Administration

• Maintain accurate and current employee records and HR documentation.
• Process employment verification, Department of Labor/unemployment, employment transfer, and other employee-related requests.
• Process HR transactions, including hires, transfers, and terminations, through applicable systems and approval processes.
• Complete required HR reporting, including the annual EEO Report.
• Coordinate and facilitate employee and supervisor training and serve as the point of contact for compliance training resources, including JJ Keller.
• Participate in HR meetings, conferences, training, and organizational initiatives as requested.

 HRIS, Payroll & Data Management

• Maintain accurate employee data within the HRIS and manage UKG employee setup, updates, payroll-cycle reviews, and related system administration.
• Coordinate with THQ HR and payroll regarding employee data, system changes, and key updates.
• Monitor the Focal performance management system and provide payroll with approved merit increase information.
• Conduct periodic salary analysis to ensure compensation remains within established guidelines and thresholds.

Employee Engagement & Recognition

• Coordinate employee recognition programs and organizational events, including Summer Fellowship, employee functions, company picnic, Christmas, retirements, and farewells.
• Coordinate event logistics, including venues, invitations, programs, transportation, headcounts, and related arrangements.
• Secure Spanish-language interpretation and translation to support effective employee communication.
• Perform other duties as assigned by the supervisor.

Bachelor's degree (B.A.) from a four-year college or university and three to five years related experience; or equivalent combination of education and experience.

• Strong knowledge of human resources practices, employee relations, and employment policies.
• Demonstrated ability to advise and collaborate effectively with senior leadership, department heads, supervisors, and employees.
• Strong interpersonal, conflict-resolution, investigation, and problem-solving skills.
• Excellent written and verbal communication skills, with the ability to communicate sensitive and complex HR matters professionally and effectively.
• Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee and organizational matters.
• Strong organizational skills with the ability to manage multiple priorities, deadlines, and confidential matters independently.
• Proficiency with HRIS, payroll, applicant tracking, performance management, and Microsoft Office systems.
• Ability to analyze HR data and apply information to compensation, staffing, compliance, and workforce decisions.
• Bilingual English/Spanish communication skills preferred.

Certifications & Professional Development
• Professional HR certification preferred (SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent).
• Certification or demonstrated training in employment law, employee relations, workplace investigations, FMLA/NYPFL, benefits administration, and HR compliance preferred.
• Ongoing professional development through HR conferences, compliance training, benefits education, and other relevant programs is expected.