Director, Human Resources

📋 Description

• • This Director, Human Resources role is a pivotal, hands-on position within a member-owned mutual insurer serving the energy sector, offering a unique blend of strategic leadership and operational execution. You will be instrumental in shaping and managing the entire people function, acting as a key partner to executive leadership while remaining deeply involved in the day-to-day employee experience. This is an ideal opportunity for a seasoned HR professional who thrives in a lean, collaborative environment, values work-life balance, and desires the autonomy to build and lead without bureaucratic layers.
• • As a critical member of a small, dedicated HR team, you will be responsible for setting the overarching HR strategy and, in collaboration with the HR Generalist, implementing key strategic initiatives. The ideal candidate possesses the ability to engage effectively with the Board of Directors on high-level strategic matters while simultaneously managing essential day-to-day HR responsibilities. This dual capability ensures comprehensive oversight and effective execution across all facets of human resources.
• • **Executive & Strategic Partnership:** You will develop and implement comprehensive HR plans and strategies that are directly aligned with the organization's business operations objectives and its core mission. This includes serving as a trusted strategic advisor to the executive team and the Board, providing expert guidance on critical areas such as workforce planning, fostering organizational health, and mitigating people-related risks. A key aspect of this role involves articulating workforce needs and their projected outcomes in clear, quantifiable business and financial terms, enabling informed decision-making at the highest levels. Furthermore, you will lead the people-centric aspects of organizational change, employing structured methodologies and providing robust enablement for managers to navigate transitions smoothly and effectively.
• • **People Operations:** This role encompasses ownership of the entire HR operational lifecycle. Responsibilities include managing the onboarding and offboarding processes, administering leave requests, handling employee relations issues, developing and maintaining HR policies, and ensuring seamless day-to-day HR service delivery. You will be responsible for maintaining and optimizing Rippling, the organization's system of record for HR data, ensuring its accuracy, efficiency, and the integrity of workflows and reporting. This includes developing, implementing, and enforcing HR policies and procedures, ensuring the employee handbook is consistently updated and reviewed at least annually. Additionally, you will manage HR-related costs and ensure adherence to the approved HR budget, demonstrating fiscal responsibility.
• • **Compliance & Risk Management:** A significant part of this role involves maintaining full compliance with all applicable federal, state, and local employment laws, including but not limited to FLSA, FMLA, ADA, EEO, NLRA, OSHA, ERISA, and their state-specific equivalents. You will conduct regular audits of policies and compliance measures, maintaining documentation standards designed to minimize the organization's legal exposure. This includes overseeing workplace investigations with a commitment to objectivity and procedural consistency. Proactive partnership with legal counsel on employment matters, classification reviews, and staying abreast of regulatory changes is essential. You will also ensure I-9 compliance, maintain rigorous recordkeeping standards, and uphold data privacy practices. Accurate and timely preparation and filing of required regulatory reports, such as EEO-1, AAP (where applicable), and OSHA 300 logs, are critical. A key focus will be building manager capability regarding compliance obligations to proactively reduce risks where violations most frequently occur.
• • **Talent Acquisition & Retention:** You will lead the end-to-end recruitment process for most roles, developing and implementing a proactive pipeline strategy to reduce reliance on reactive hiring over time. This involves designing and executing retention approaches that address the genuine drivers of employee turnover, utilizing data from stay interviews and exit trends rather than assumptions. Furthermore, you will design compensation and benefits structures that are externally competitive, internally equitable, and financially sustainable, conducting formal market benchmarking annually to ensure market alignment.
• • **Performance, Development & Succession:** This role involves leading succession planning for key positions, providing executive leadership with visibility on critical role coverage and readiness. You will implement performance management frameworks designed to enhance manager accountability and directly connect employee development initiatives to tangible business outcomes. Support for employee development plans and career pathing will be provided, catering to a workforce that highly values professional growth and advancement.
• • **Culture & Engagement:** You will leverage listening data to diagnose and proactively address issues related to organizational culture and employee engagement, taking ownership of action accountability with business leaders, not solely within HR. This includes leading and reinforcing organizational values initiatives throughout the employee lifecycle. A core objective is building an inclusive environment where diverse talent can thrive and advance, with a focus on tracking internal mobility and promotion equity to ensure fairness and opportunity for all employees.