Manager of Human Resources aligning business and people strategies in a leading distribution company. Driving engagement and strategic HR planning for sustainable growth and organizational health.
About the role
- Director of Human Resources responsible for strategic HR in a mutual insurer serving energy sector. Managing operations, compliance, talent acquisition, and culture initiatives.
Responsibilities
- Develop and implement HR plans and strategies that directly support business operations objectives and the company's mission.
- Serve as a strategic advisor to the executive team and Board on workforce planning, organizational health, and people risk.
- Articulate workforce needs and outcomes in business and financial terms.
- Lead the people side of organizational change with structured methodology and strong manager enablement.
- Own the full HR operational cycle including onboarding, offboarding, leave administration, employee relations, policy management, and day-to-day HR service delivery.
- Maintain and optimize Rippling as the system of record; ensure data integrity, workflows, and reporting are accurate and efficient.
- Develop, implement, and enforce HR policies and procedures; ensure the employee handbook is current and reviewed at minimum annually.
- Manage HR-related costs and adhere to the approved HR budget.
- Maintain full compliance with applicable federal, state, and local employment laws including FLSA, FMLA, ADA, EEO, NLRA, OSHA, ERISA, and state-specific equivalents.
- Conduct regular policy and compliance audits; maintain documentation standards that reduce organizational legal exposure.
- Oversee workplace investigations with objectivity and procedural consistency.
- Partner proactively with legal counsel on employment matters, classification reviews, and regulatory changes.
- Maintain I-9 compliance, recordkeeping standards, and data privacy practices.
- Prepare and file required regulatory reports (EEO-1, AAP where applicable, OSHA 300 logs) accurately and on schedule.
- Build manager capability on compliance obligations to reduce risk where most violations occur.
- Lead recruiting end-to-end for most roles; develop and maintain a pipeline strategy that reduces reactive hiring over time.
- Build retention approaches that address the real drivers of turnover, using stay interview data and exit trends, not assumptions.
- Design compensation and benefits structures that are externally competitive, internally equitable, and financially sustainable; conduct formal market benchmarking annually.
- Lead succession planning for key roles with executive visibility on critical role coverage.
- Implement performance frameworks that increase manager accountability and connect employee development to business outcomes.
- Support employee development plans and career pathing for a workforce that values growth.
- Use listening data to diagnose and act on culture and engagement; own action accountability with the business, not just HR.
- Lead and reinforce organizational values initiatives across the employee lifecycle.
- Build an inclusive environment where diverse talent advances; track internal mobility and promotion equity.
Requirements
- Bachelor's degree from an accredited institution.
- Minimum 10 years of progressive HR experience with at least 5 years in a senior HR leadership role.
- Proficiency with HRIS platforms, Rippling preferred and Microsoft Office Suite.
- Prior experience operating in a HR team under 5 within a growing organization.
- Equally strong in strategy and execution; no task is too senior or too operational.
- Excellent verbal, written, and interpersonal communication skills with demonstrated ability to influence at all levels.
- Strong analytical and problem-solving skills; able to build and act on workforce data without a dedicated analytics team.
- Thorough, current knowledge of multi-jurisdictional employment law and HR compliance.
- Demonstrated conflict resolution skills and sound judgment in employee relations matters.
Benefits
- Market-leading benefits
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