Arrowhead Talent Solutions is supporting a mid-sized manufacturer in Canton OH on a search for their next Director of HR. Reporting to the president and serving as a member of the executive team, the Director will provide strategic and operational HR leadership across the organization.
OVERVIEW
This role is responsible for developing workforce strategies, guiding employee relations, ensuring regulatory compliance, overseeing benefits and compensation programs, and fostering a positive and productive workplace culture. The Director serves as a trusted advisor to executive leadership while driving initiatives that support organizational growth, employee engagement, and operational excellence.
PRIMARY RESPONSIBILITES
Strategic Human Resources Leadership
- Develop and implement HR strategies aligned with organizational goals and objectives.
- Partner with executive leadership to address workforce planning, succession planning, and organizational development.
- Evaluate and enhance HR policies, procedures, and programs to support a high-performing workforce.
- Serve as a key resource for managers regarding employee relations, compliance, performance management, and workforce challenges.
Talent Acquisition & Workforce Planning
- Lead recruitment initiatives designed to attract, engage, and retain high-quality talent.
- Oversee the full hiring process for professional, and exempt-level positions.
- Establish and maintain effective onboarding programs that support employee integration and long-term success.
- Monitor labor market trends and workforce needs to support staffing and retention strategies.
- Guide and mentor HR team members involved in recruiting and talent management.
Employee Relations & Organizational Culture
- Promote a positive work environment that emphasizes employee engagement, accountability, and professional development.
- Provide coaching and guidance to managers regarding employee performance, disciplinary actions, conflict resolution, and corrective action processes.
- Oversee employee transitions including promotions, transfers, separations, and workforce reorganizations.
- Conduct or oversee sensitive workplace investigations and recommend appropriate resolutions.
- Lead efforts that strengthen company culture, communication, and employee satisfaction.
Compensation, Benefits & Leave Management
- Direct the administration of employee benefit programs and wellness initiatives.
- Collaborate with brokers and vendors to evaluate benefit offerings, control costs, and maintain competitive programs.
- Oversee employee leave programs, including FMLA, disability, workers' compensation coordination, and other statutory leave requirements.
- Analyze compensation data and industry benchmarks to support equitable and competitive pay practices.
- Ensure timely and accurate processing of employee benefit enrollments and changes.
Compliance & Risk Management
- Maintain compliance with all applicable federal, state, and local employment regulations.
- Oversee reporting requirements related to equal employment opportunity, affirmative action, and other regulatory programs.
- Represent the organization in employment-related hearings, audits, investigations, and agency inquiries when necessary.
- Partner with legal counsel and company leadership to mitigate employment-related risk.
- Maintain policies and practices that support ethical and compliant business operations.
Safety & Employee Health Programs
- Support workplace safety initiatives in partnership with EHS personnel.
- Monitor workers' compensation activity and assist in return-to-work and injury management programs.
- Ensure employee training programs are administered and properly documented.
- Participate in safety planning and continuous improvement efforts designed to reduce workplace incidents.
- Champion a culture of safety, wellness, and employee well-being.
HR Operations & Process Improvement
- Oversee HR technology platforms, employee records management, and workforce data.
- Identify opportunities to streamline and automate HR processes to improve efficiency and employee experience.
- Analyze workforce metrics and provide leadership with meaningful insights and recommendations.
- Oversee the preparation and maintenance of job descriptions, organizational reports, and workforce documentation.
- Ensure employee information is managed with the highest level of confidentiality and professionalism.
Payroll & Attendance Oversight
- Provide oversight of payroll-related HR processes and compensation administration.
- Monitor attendance practices, leave tracking, and disciplinary systems for consistency and compliance.
- Partner with Accounting and operational leaders to ensure accurate employee data and compensation records.
Leadership & Team Management
- Lead, develop, and mentor the Human Resources team and administrative staff.
- Establish performance expectations, provide coaching, and support professional development opportunities.
- Promote collaboration among departments while delivering exceptional internal customer service.
- Maintain accountability for departmental goals, budgets, and performance outcomes.
- Perform additional leadership responsibilities and special projects as assigned.
QUALIFICATIONS
Education & Experience
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field required.
- Minimum of 7+ years of progressive Human Resources leadership experience, preferably within a manufacturing or industrial environment.
- Demonstrated experience leading HR functions including employee relations, talent acquisition, compliance, compensation, and benefits administration.
- Prior supervisory or departmental leadership experience required.