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DIVISIONAL HR DIRECTOR The Human Resource Director will direct, lead, plan, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organizations mission and talent strategy. The ideal candidate must possess and apply comprehensive knowledge of HR principles, practices, and procedures to aid in the completion and resolution of HR assignments and issues. The individual must demonstrate balanced advocacy, as well as possess critical thinking and strong communication skills. Position Responsibilities Business Unit: * Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention. * Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs. Risk Management: * Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system. Compensation and Benefits Management: * Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits and leave, disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition, morale, occupational health, safety, training, and development. Learning and Development: * Provides constructive and timely performance evaluations. * Develop and implement departmental budget. * Facilitates professional development, training, and certification activities for HR staff. Talent Acquisition: * Identifies staffing and recruiting needs. * Develops and executes best practices for hiring and talent management. * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. * Applies this knowledge to communicate changes in policy, practice, and resources to upper management. Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled