Director of Human Resources

The Director of Human Resources is responsible for leading and executing the organization's human resources strategy, programs, and initiatives in support of business objectives. This role oversees all core HR functions, including talent acquisition, employee relations, compensation and benefits, payroll, performance management, leave administration, learning and development, compliance, and HR operations.

The Director serves as a trusted business partner to leadership, providing guidance on organizational effectiveness, workforce planning, employee engagement, and compliance while fostering a positive and high-performing workplace culture.

Essential Duties and Responsibilities

Human Resources Leadership

• Lead the execution of the organization's Human Resources strategy to support business goals and operational priorities.

• Partner with executive leadership and department leaders to identify workforce needs and develop effective HR solutions.

• Provide guidance and coaching to managers on employee relations, performance management, talent development, and organizational effectiveness.

• Promote a culture of accountability, engagement, inclusion, and continuous improvement.

Talent Acquisition and Workforce Planning

• Oversee talent acquisition activities to ensure effective sourcing, recruitment, selection, and onboarding of qualified candidates.

• Partner with leaders to develop workforce plans that support organizational growth and succession planning.

• Monitor recruiting metrics and identify opportunities to improve hiring effectiveness and candidate experience.

Employee Relations and Performance Management

• Provide leadership and direction on employee relations matters, investigations, corrective actions, and conflict resolution.

• Ensure fair, consistent, and legally compliant application of company policies and employment practices.

• Oversee performance management processes, including goal setting, performance reviews, development planning, and progressive discipline.

Compensation and Benefits

• Manage compensation programs, salary structures, job evaluations, and market pricing initiatives.

• Administer employee benefits programs, including health and welfare plans and retirement programs.

• Lead annual open enrollment activities and collaborate with brokers and vendors to evaluate plan performance and cost-effectiveness.

• Recommend compensation and benefits strategies that support employee retention and organizational competitiveness.

Payroll and Leave Administration

• Oversee payroll operations to ensure accurate and timely processing of employee wages.

• Ensure compliance with federal, state, and local wage and hour regulations.

• Provide oversight of leave administration programs, including FMLA, ADA accommodations, Workers' Compensation, STD/LTD, and other statutory leave requirements.

Compliance and Risk Management

• Maintain compliance with federal, state, and local employment laws and regulations across all operating locations.

• Develop, update, and communicate HR policies, procedures, and employee handbook content.

• Monitor legislative changes and recommend policy or process updates as needed.

• Ensure accurate recordkeeping and HR documentation practices.

HR Operations and Analytics

• Ensure effective utilization of HRIS and related systems to support HR operations and reporting.

• Analyze workforce metrics and provide recommendations to leadership regarding turnover, engagement, staffing, and organizational trends.

• Manage relationships with external HR vendors, consultants, brokers, and service providers.

Qualifications

Education and Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.

• 5 years of progressive Human Resources experience, preferably in a multi-site retail, distribution, or consumer-facing environment.

• Minimum of 3-5 years of HR leadership experience managing HR professionals.

• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.

• Experience with HRIS/HCM systems required; Workday experience preferred.

Knowledge, Skills, and Abilities

Strategic Leadership

• Ability to align HR initiatives with business objectives.

• Strong organizational planning and workforce management capabilities.

• Ability to balance strategic priorities with operational execution.

Communication and Influence

• Excellent verbal and written communication skills.

• Ability to build strong relationships and influence leaders at all levels of the organization.

• Skilled in presenting recommendations and facilitating difficult conversations.

Analytical and Problem-Solving Skills

• Strong analytical and decision-making capabilities.

• Ability to interpret workforce data and translate findings into actionable business recommendations.

• Demonstrated ability to manage complex employee relations and compliance matters.

Leadership and Team Development

• Proven ability to lead, coach, and develop HR team members.

• Ability to foster collaboration, accountability, and continuous learning.

• Demonstrates professionalism, integrity, and sound judgment.

Freedom to act/Accountability

Supervisory/Relationship: Accomplishes results through team effort and follows structure of organizational units/centralized functional activity

Guidance Given: Assignments are received in objective focused terms. Receives guidance based on organizational goals and company policies

Policy involvement: Follows operating and organizational policies

Direct Work Complexity: Responsible for all projects/jobs assigned. Help meets established deadlines and resolve technical or operational problems. Follows centralized functional process

Impact: Inaccurate actions may possible result in delays and modifications to projects/operations; which creates expenditure of time, human resources and funds

Liaison: Will be determined based off title which may or may not have contact with higher level organizational associates concerning projects, operations decisions, scheduling requirements or contractual clarification. Based on position, associate may or may not attend briefings/technical meetings for internal or external representatives.

Environmental Factors/Physical Demands

During employment, you may be given access to business information, customer and/or personnel information, and other company policies, which Pet Supermarket regards as confidential and requests that you maintain such information confidential. While performing job duties, the employee is regularly required to have the ability to maintain open communication with customers, fellow employees, and upper management. Access, input, and retrieve information from the computer system. Physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of his/her job such as typing, data entry, and vision to monitor, sitting/standing for extended periods of time, bending, reaching, kneeling, stooping, and maybe subject to lifting up to 40 pounds.