Human Resources Director

Our client, a manufacturer, is looking for their next HR Director. The Human Resources Director is a culture leader responsible for overseeing all facets of the HR function, including but not limited to recruiting, onboarding, training, performance management, legal compliance, and organizational development. This role plays a central part in cultivating a high-performance, employee-centered workplace culture grounded in quality, continuous improvement, accountability, inclusivity, and work-life balance.

This role is 5 days onsite and only candidates in the Greater Philadelphia area will be considered at this time.

Responsibilities:

Cultural Leadership

• Lead all areas of cultural development within the organization, including but not limited to cross-departmental synergies, events, morale monitoring, and more
• Liaise with all areas of the organization and the executive team
• Develop and administer guidelines to further align the workforce with the strategic goals of the company
• Determine and recommend practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
• Develop and implement DEIB (Diversity, Equity, Inclusion, and Belonging) strategies to ensure an inclusive workplace culture
• Support company-wide change initiatives with structured change management strategies

Recruiting

• Lead all areas of job description crafting, approvals, posting, qualifying, negotiation and hiring
• Create a clear process “from posting-to-producing”
• Stay on top of digital and other methods of recruiting to ensure the best candidates are identified in the fastest manner
• Utilize AI tools for resume screening, candidate engagement, and sourcing automation
• Establish a “bench” of qualified candidates
• Coordinate with marketing for special recruiting.
• Promote workplace recognition across employer branding channels
• Leverage brand reputation to attract and engage top talent

Training, Development, and Retention

• Create and implement cogent and impactful strategies to quickly turn new hires into producing members, delegating as needed
• Develop and implement programs to foster key employee retention
• Manage employee communication strategies and feedback using company meetings, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings and other methods
• Create transparency across the organization of roles and responsibilities

Policies, Benefits, and Legal Compliance

• Conduct ongoing audits of all HR policies, programs, and practices and provides valuable insight to management
• Administer the benefits program, including overseeing cost-effective, employee serving benefits; monitoring national benefits environment for options and cost savings
• Lead the development of benefit orientations and other benefits training
• Protect the interests of employees and the company in accordance with company HRs policies and governmental laws and regulations
• Lead company compliance with existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Direct the preparation and approvals for information requested or required for compliance with laws.
• Serve as the primary contact with the company employment law attorney and outside government agencies
• Maintain all necessary compliance as related to employee reporting

Departmental Organization & Systems

• Direct the HR department’s goals, objectives, and systems
• Manage and maintain all record keeping and filing systems
• Utilize, develop, and maintain HR Information Software and Database (HRIS) for the company's record keeping and management advantage
• Identify, implement, and manage HR technologies to streamline recruiting, onboarding, performance management, and engagement
• Leverage people analytics to support strategic workforce planning
• Partner with Finance and Operations to align workforce planning with budget and business goals
• Use HR analytics to forecast talent needs and identify workforce gaps

Employee Relations

• Coach managers as needed to develop talent on teams
• Establish company-consistent reviews, and other documentation
• Develop HR policies, procedures, programs and guidelines, update management accordingly
• Complaint investigations and actions as needed, including crafting a transparent disciplinary process
• Foster growth and improvement processes for under-performing employees, manage terminations processes as needed
• Lead the implementation of company safety and health programs, including monitoring and reporting OSHA-required data
• Review employee appeals through the company communications channels and manages remedial actions
• Maintain the utmost confidentiality in dealing with employee records and business information

Additional Responsibilities

• Coordinate annual charitable endeavors in conjunction with the CEO and CFO
• Concept and coordinate company employee events
• Participate in departmental, managerial and company-wide staff meetings and seminars
• Member of the executive team

Qualifications:

• 10 years of experience in a senior HR leadership role
• Experience in a growing organization, ideally with 150 employees
• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s preferred
• SHRM-CP or SHRM-SCP certification highly preferred
• Background in employment law, compensation, organizational development, and employee relations preferred
• Strong organizational, analytical, and problem-solving skills
• Excellent written and verbal communication skills
• Proven ability to manage up, down, and across departments
• Proficient in Google Workspace, Microsoft Office Suite, and HR systems
• Experience with premium or mission-driven brands a plus
• Foster a high-performance, inclusive workplace aligned with company values
• Ensure onboarding and development programs support employee success
• Maintain transparency and consistency across the employee lifecycle
• Use data-driven insights to enhance workforce strategy
• Ensure legal compliance and mitigate organizational risk
• Build leadership capacity and enhance internal mobility
• Champion culture-building and employee engagement efforts

Juno is an Equal Opportunity Employer that provides equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, genetic predisposition or carrier status, or any other characteristic protected by federal, state or local law. The Company is committed to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. It’s expected that all employees are aware of this policy and that they create an environment that’s sensitive and respectful to all individuals.