RAPIER INDUSTRIES

Compensation

Full Description

Overview We are seeking a dynamic and strategic Corporate Director of Human Resources to provide strategic leadership and operational oversight for all human resources functions across multiple affiliated companies. This role is responsible for developing consistent HR systems, ensuring legal compliance, supporting leadership, and creating an exceptional employee experience throughout the employee lifecycle. The Corporate Director of HR oversees recruiting, onboarding, performance management, employee relations, compliance, training, compensation administration, benefits coordination, recognition programs, terminations, unemployment claims, HR policies, and organizational development while standardizing processes across all companies. This position serves as a trusted advisor to executive leadership and managers, balancing employee advocacy with business objectives. REQUIREMENTS: • Bachelor's degree in HR or related field • SHRN-SCP, SHRM-CP, or SPHR certification • 7-10+ years of HR leadership experience with multi-company or multi-location HR experience preferred. ROLES/RESPONSIBILITIES HR Leadership & Strategy • Develop and execute HR strategies aligned with organizational goals. • Standardize HR policies, procedures, and documentation across all companies. • Serve as the primary HR advisor to executive leadership. • Build scalable HR systems to support company growth. • Develop annual HR initiatives and departmental goals. • Monitor HR metrics and recommend continuous improvements. • Lead HR technology implementation and process automation. Talent Acquisition & Recruiting • Oversee all recruiting efforts across multiple companies. • Develop workforce planning strategies with department leaders. • Ensure job descriptions remain accurate and current. • Manage applicant tracking systems and recruiting workflows. • Improve candidate experience throughout the hiring process. • Coordinate background checks, drug testing, reference checks, and pre-employment requirements. Onboarding & Orientation • Develop standardized onboarding processes. • Ensure all required hiring documents are completed accurately. • Coordinate orientation and new hire training. • Partner with department managers on onboarding plans. • Track onboarding completion and employee engagement during the first 90 days. • Improve new hire retention. Employee Relations • Serve as the primary resource for employee relations matters. • Counsel managers regarding employee issues. • Investigate employee complaints. • Maintain confidential employee records. • Promote positive workplace culture. • Resolve conflicts while minimizing organizational risk. Performance Management • Administer company performance review processes. • Coordinate annual evaluations. • Track completion of evaluations. • Train managers on effective coaching and feedback. • Assist managers with performance improvement plans (PIPs). • Develop succession planning initiatives. Employee Recognition & Engagement • Develop employee recognition programs. • Coordinate employee appreciation events. • Administer service awards. • Conduct employee engagement surveys. • Analyze retention trends. • Recommend initiatives to improve morale and engagement. Corrective Action & Documentation • Ensure consistent employee discipline practices. • Review and approve: • Coaching documentation • Written warnings • Final warnings • Performance Improvement Plans • Suspension recommendations • Maintain legally compliant documentation. • Coach managers through difficult employee conversations. • Ensure disciplinary actions are fair, consistent, and properly documented. Separation & Terminations • Coordinate voluntary and involuntary separations. • Review termination documentation. • Conduct exit interviews. • Ensure compliance with federal and state employment laws. • Coordinate final pay requirements. • Maintain termination records. • Identify trends contributing to turnover. Unemployment Management • Manage unemployment claims. • Prepare documentation for claims. • Respond to unemployment agencies. • Attend unemployment hearings when necessary. • Work with managers to reduce unemployment costs. • Maintain unemployment documentation and records. HR Compliance • Ensure compliance with: • Federal employment laws • State employment laws • Wage and Hour regulations • Equal Employment Opportunity • ADA • FLSA • OSHA employment requirements • Immigration (I-9) • Maintain employee records. • Conduct HR audits. • Update employee handbook. • Ensure policy compliance across all companies. Compensation & Benefits • Coordinate annual compensation reviews. • Maintain salary structures. • Benchmark compensation. • Administer benefit enrollments. • Coordinate annual open enrollment. • Partner with benefit providers. • Review payroll-related HR items for accuracy. HR Systems & Reporting • Oversee HRIS administration. • Maintain personnel records. • Develop HR dashboards and reporting. • Analyze workforce metrics including: • Turnover • Retention • Open positions • Recruiting metrics • Training completion • Employee tenure • Performance review completion • Workers' compensation trends • Absenteeism Risk Management • Reduce employment-related legal risk. • Coordinate employment investigations. • Maintain confidentiality. • Ensure proper documentation. • Partner with legal counsel as needed. • Support workers' compensation administration. Pay: $110,000.00 - $140,000.00 per year Benefits: • 401(k) • 401(k) matching • Dental insurance • Health insurance • Life insurance • Paid time off • Professional development assistance • Vision insurance Work Location: In person