Human Resource Director

Why Join SPAR?

• High-impact role with direct visibility to executive leadership.
• Opportunity to architect a next-generation workforce model.
• Strong career growth and leadership influence.
• Competitive compensation and comprehensive benefits.
• Collaborative, fast-paced, and transformation-focused environment.
• Generous Paid Time Off.
• Tuition Reimbursement.
• Location: Charlotte, NC Hybrid (4 days onsite, 1 day remote)
• Travel: Up to 20%

What You’ll Do

• Partner with executive leadership to develop and execute HR and workforce strategies aligned with business goals.
• Serve as a strategic advisor on workforce strategy, organizational risk, scalability, and talent needs.
• Establish HR and workforce goals, KPIs, and executive dashboards to measure organizational effectiveness and performance.
• Lead, mentor, and develop HR team members while fostering accountability, engagement, and execution excellence.
• Drive continuous improvement of HR policies, programs, processes, and operating models.
• Lead the transformation from reactive recruiting to a redeployment-first talent strategy that maximizes workforce utilization.
• Design scalable workforce models aligned with regional demand, project requirements, capacity, and business needs.
• Own workforce forecasting, capacity planning, redeployment strategy, and talent pool health to align talent supply with demand.
• Oversee employee benefits, 401(k), stock/equity programs, eligibility, enrollment, vendors, audits, and reconciliation.
• Lead Open Enrollment, benefits communications, and FMLA, ADA, STD, LTD, and other leave programs.
• Lead performance management, merit increases, compensation programs, and executive/management bonus plans.
• Partner with leadership on compensation strategy, market benchmarking, pay practices, organizational planning, and workforce needs.
• Ensure compliance with federal, state, and local employment laws, including ACA requirements, and provide guidance on employee relations and workplace policies.
• Partner with legal counsel on employee investigations, claims, litigation, regulatory matters, accommodations, and employment-related risk.
• Maintain current employee handbooks, policies, SOPs, and compliance documentation while overseeing workplace safety and risk programs.
• Oversee talent acquisition, employment offers, onboarding, documentation, and compliant staffing practices.
• Serve as business owner for workforce technologies, including Workday, SenseHQ, BI tools, and vendor platforms; partner with IT, Finance, and vendors to drive automation and real-time workforce visibility.
• Lead organizational change initiatives and lay the foundation for future client- and talent-facing workforce marketplace capabilities.
• Partner cross-functionally with Field Leadership, Operations, Finance, Talent, IT, and other stakeholders to drive data-driven decision-making, adoption, accountability, and continuous improvement.

Work Environment & Physical Requirements

This role operates in a professional office environment with a hybrid schedule (4 days onsite, 1 day remote). Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Physical requirements include the ability to sit, stand, walk, communicate, and occasionally lift up to 50 lbs., as needed.

DISCLAIMER: The preceding description is not designed to be a complete list of all duties and responsibilities required.

WE ARE AN EQUAL OPPORTUNITY EMPLOYER: SPAR provides Equal Employment Opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition, to federal law requirements, SPAR complies with applicable state and local laws governing nondiscrimination in employment in every location in which it has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation, and training. SPAR expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of SPAR's employees to perform their job duties may result in discipline up to and including discharge.