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Summary/objective
The HR Director will lead the company’s human resources department, driving strategic HR initiatives that align with business goals and support growth. This role requires a proactive, business-minded leader overseeing talent acquisition, employee relations, performance management, training and development, HR compliance, and workforce planning.
Essential functions
Strategic Leadership and Planning
- Develop and implement HR strategies aligned with company goals to support business growth and operational effectiveness
- Serve as a trusted advisor to executive leadership, providing strategic counsel on HR, legal, and organizational matters and contributing to key business decisions.
- Personally handles complex employee relations, investigations, and high-risk HR matters.
- Lead enterprise-wide succession planning and workforce development strategies.
- Lead organizational design initiatives, including development of future-state structures aligned with business strategy.
- Talent Acquisition and Management
- Oversee recruitment and retention efforts, ensuring that HR practices attract top talent across all levels.
- Lead executive recruitment and succession planning for critical leadership roles.
- Develop strategies for employer branding and pipeline building to support expansion.
- Implement career development programs, succession planning, and talent review processes.
Employee Relations and Engagement
- Champion a positive workplace culture, driving initiatives to improve employee engagement, recognition, and morale.
- Ensure consistent application of policies and practices across employee relations matters in alignment with legal and organizational standards.
Compensation and Benefits
- Design and oversee competitive compensation structures, including salaries, benefits, and incentive programs.
- Regularly assess and adjust programs to ensure they meet employee needs and support organizational goals.
Training and Development
- Establish and promote learning and development programs that support employee growth, leadership development, and a culture of continuous learning.
- Leads performance management processes, including design of review frameworks, manager coaching, and calibration.
- Holds leadership accountable for performance standards and employee development.
Compliance and Risk Management
- Ensure all HR activities comply with legal and regulatory requirements.
- Proactively identify, assess, and mitigate risk related to employment decisions and workforce strategy.
HR Infrastructure & Systems
- Owns HR systems (ADP Workforce Now) and ensures data integrity, reporting, and process efficiency.
- Leads administration of compliance programs, including training, policy acknowledgment, and audits.
Data-Driven HR Analytics
- Implement HR metrics to measure effectiveness and inform decision-making processes.
- Analyze trends in HR practices to anticipate future workforce needs and potential challenges.
Surveys
- Conduct annual Gallup surveys with AFB and AFBCO employees, interpret results, and provide actionable data
- Conduct annual meaningful ASE surveys, most especially the salary survey for SE Michigan
- Consider and complete Best Workplace surveys as warranted
 Competencies
- Excellent leadership, communication, and interpersonal skills, with the ability to influence at all levels.
- Analytical skills and a data-driven approach to measure HR effectiveness and support strategic decision-making.
- Operates effectively in a lean HR environment, balancing strategic leadership with hands-on execution.
- Brings a practical, business-oriented approach to HR decision-making.
- Excellent organizational and multitasking skills with the ability to prioritize tasks.
- Exceptional attention to detail and accuracy.
- Ability to maintain confidentiality and exercise discretion.
Supervisory responsibilities
- Coaches, mentors, and leads others to influence high performance
- Manage team including quarterly performance reviews
- Conduct team’s weekly and quarterly meetings Â
Work environment
- Professional corporate and team-oriented environment
- Hybrid work schedule with at least 2 days each week in office
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Physical demands
- Â Prolonged periods sitting at a desk and working on a computer
- Â Must be able to lift up to 15 pounds at times
- Â Standard business hours although some overtime may be required to meet deadlines or manage unexpected issues
Travel required
- Minimal travel if any
 Required education and experience
- Bachelor’s degree in human resources, business administration, or a related field
- 7+ years in human resources with progressive leadership experience
- Strong knowledge of HR best practices, labor laws, and regulations
- Demonstrated success in developing and implementing HR programs that drive organizational performance
- Proficient in Microsoft Office and HRIS software
Preferred education and experience
- Preferred experience in franchising or multi-brand environment
- Master’s degree a plus
- SHRM-SCP, SPHR, or equivalent preferred
- Experience using ADP Workforce Now preferred
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Other duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
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