Human Resources Director Medina, OH

The Human Resources Director will be a key strategic leader responsible for driving the human capital strategy that aligns with the company’s long-term business objectives. In addition to managing the tactical aspects of HR, this role will lead initiatives to foster a high-performance culture, promote organizational development, and ensure that HR strategies are innovative and forward-thinking. This position is part of a succession plan and is expected to evolve into the VP of Human Resources role. This position has a base pay range of $140,000-$170,000 with a 15% bonus opportunity.Strategic Responsibilities:HR Leadership & Strategy: Lead the development and implementation of human resources strategies that align with the company’s overall business goals, including talent acquisition, employee engagement, and organizational development. Collaborate with senior leadership to influence key decisions that impact the workforce and company culture.Workforce Planning & Development: Design and execute long-term workforce plans that support company growth. Oversee talent development programs to identify and cultivate high-potential employees, creating a pipeline of future leaders. Foster an inclusive and agile work environment that enables high performance and innovation.Change Management & Organizational Transformation: Act as a change agent by driving organizational transformations, including cultural shifts and process improvements. Provide guidance to senior management on leading through change while maintaining employee morale and productivity.HR Metrics & Reporting: Establish KPIs and metrics to measure the effectiveness of HR programs and initiatives. Use data-driven insights to inform decisions and drive continuous improvement across the HR function.Tactical Responsibilities:Compliance: Ensure that the organization is compliant with all relevant employment laws and regulations, including EEO, FMLA, and OSHA. Maintain best practices in HR documentation and employee record-keeping.Recruiting & Staffing: Oversee the recruiting process to ensure that the company attracts and hires top talent. Lead initiatives to improve the candidate experience and leverage technology to streamline recruiting efforts. Ensure effective onboarding processes that promote retention and engagement from day one.Employee Relations: Serve as a trusted advisor to leadership and staff, ensuring fair and consistent treatment of all employees. Lead initiatives to strengthen employee relations, resolve conflicts, and maintain a positive work environment.Compensation & Benefits: Work with senior leadership to ensure that the company’s compensation and benefits programs are competitive, equitable, and aligned with organizational goals. Manage compensation reviews, including the design of incentive programs that drive performance.Technology & Systems: Manage the company’s Human Resources Information Systems (HRIS) to ensure data integrity and effective use of technology. Leverage technology to improve HR processes and increase efficiency.Leadership Development:Coaching & Mentorship: Provide coaching and mentorship to HR team members to build capability and foster professional growth. Cultivate an HR team that is equipped to meet the evolving needs of the business.Cross-Functional Leadership: Act as a strategic business partner, working closely with department leaders to support cross-functional initiatives. Ensure that the HR function aligns with and supports the broader business objectives.Qualifications:Education: Bachelor’s degree in Human Resources, Business Administration, or a related field is required. A Master’s degree or MBA is highly preferred.Experience: At least 10 years of professional HR experience, with a proven track record of leadership and strategic HR management in a manufacturing environment. Experience in union and non-union settings is essential.Certifications:SPHR or SHRM-SCP certification is strongly preferred.Skills:Demonstrated ability to design and implement long-term HR strategies.Strong leadership, communication, and interpersonal skills.Expertise in talent management, benefits oversight, and employee development.Ability to manage complex HR issues and influence outcomes at the senior leadership level.Excellent problem-solving and decision-making skills.Measurements of Success:Performance in this role will be evaluated based on:Achievement of strategic HR goals, including talent acquisition, employee development, and organizational effectiveness.Successful leadership of HR initiatives that align with business objectives.Ability to transition into the VP of HR role within 24-36 months.Ability to work in a fast-paced, changing environment.Willingness to engage with employees across multiple shifts and departments

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