HR DirectorJob Description, Salary, Career Path, and Trends
HR Directors oversee the human resources department by developing policies and supporting staff members. It is essential for HR directors to have strong problem-solving and people skills to succeed in this role.
HR directors are primarily responsible for overseeing the HR staff by implementing HR policies, hiring staff, negotiating employment contracts, managing employee benefits, and designing training programs. HR directors are required to have a bachelor’s degree in human resource management and an extensive knowledge of labor laws and regulations.
This job opportunity involves a wide range of responsibilities and duties. HR directors must be able to deal with employee grievances effectively and continue to improve job satisfaction. HR directors will be able to take on different roles and be offered higher HR positions, such as vice president of human resources or chief human resources officer.
Sample job description #1
Provide coaching and guidance to site leaders and associates regarding employment issues in such areas as policy and procedure interpretation and application, dispute resolution, corrective action, leaves of absence, harassment, and terminations.
Analyze findings and review trends with senior management and recommend actions to ensure positive organizational changes
Review, interpret, administer, and ensure compliance with federal, state, and local employment laws, and company policies and procedures
Develop and maintain the site’s Affirmative Action Program (where applicable), complete required Equal Employment Opportunity (EEO) reporting, and ensure Equal Employment Opportunity Commission (EEOC) compliance
Perform investigations and prepare written responses to EEOC claims, unemployment claims, etc.
Work with site leaders to create and maintain workforce staffing plans. Coordinate recruiting efforts with Sysco Business Services (where applicable) to ensure that competent, diverse, and skilled workers are hired, and workload levels are appropriate and maintained to minimize turnover
Direct resources and activities to support a culture of prevention awareness and accountability across the organization
Support the development of Health, Safety and Environmental (HSE) plans to meet operational goals to reduce accidents, injuries, and incidents
Provide day-to-day direction and support to site HR staff including proactive guidance, troubleshooting support, and issue escalation
Bachelor’s degree with major or emphasis in Human Resources, Business Administration or a closely related field
At least 7 years (10 preferred) of demonstrated HR leadership and management experience in distribution/manufacturing environments
License and certifications preferred
Human Resource Certification Institute (HRCI) Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), SHRM-CP, or SHRM-SCP certification preferred
Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of this job
Sample job description #2
The HR Director facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues. The HR Director may play a significant role in administering talent management and succession planning activity within client organization. Duties also include resolving employee relations issues through a systematic approach. The HR Director assists senior management in the development of solutions through cultural and process perspective organizational development.
Strategic business partner and change agent responsible for implementing people initiatives and cultural change at the department level
Partner with the assigned client groups to manage employee relations issues, consult on organizational design, coach employees, and managers and support HR functional processes
Drive the performance management process
Lead the engagement survey roll out and all the supporting initiatives associated with increasing employee engagement at a company-wide level
Actively participate in establishing long and short term goals and strategies for the function
Special projects will be assigned to improve the effectiveness and efficiency of the function
Bachelor’s degree or equivalent experience
12+ years of experience in related, progressive roles
Surescripts embraces flexibility through its hybrid work model where most positions are eligible to work a mix of days in the office and from home. For eligible positions, our hybrid model provides employees with scheduling options. In general, employees may work either 2 days a week in the office and 3 days from home or 8 days a month in the office and the remaining workdays from home.
Sample job description #3
Establish HR Strategies to meet objectives of the business
Drive and improve HR processes across all client groups
Own, monitor and improve HR Metrics and KPI’s
Drive a culture of performance, results, and positive employee relations
Coach leaders on talent management, and performance differentiation
Execute staffing processes at all levels within the business and develop staffing strategies to ensure a robust pipeline of quality candidates
Deliver talent management processes, organizational assessments, earning strategies, and leadership development
Implement competitive compensation, benefits, and reward and recognition programs
Direct the planning and maintenance of communications
Ensure legal compliance throughout human resource management
You must have
5+ years of progressive Human Resource Generalist experience
3+ Human Resources experience in a matrixed OR commercial organization (ex. pricing, sales excellence, marketing, offering management, etc.)
Master’s degree or MBA in Human Resources
Strong data analytical skills (ex. process data, make data cohesive, tell a story with the data)
Proficiency in MS Office software including solid experience working with Microsoft Excel (generating and interpreting pivot tables, graphs, and V-lookups)
Strong organizational design (OD) experience
Demonstration of ability to positively influence others, particularly leadership development and coaching
Ability to partner across businesses/LOBs
Strong business sense and acumen
Ability to deal tactfully and confidently with internal and external customers
Strong bias for action, a keen sense of urgency, and the ability to drive impactful results in a highly matrixed organization
Strong written/verbal communication skills and understanding of executive conciseness
Solid knowledge of employment laws and regulations
Average salary and compensation
The average salary for an HR director is $120,000 per year in the United States. Salaries vary depending on education, certifications, company size, industry, and years of experience.
Los Angeles, California
New York City, New York
Sample interview questions
What experience do you have with HR software?
What KPIs do you use to measure the effectiveness of the HR department?
How do you consolidate HR strategies with overall business objectives?
What can HR do to influence company culture?
What steps would you take to ensure diversity in the organization?
How do you deal with challenges, labor disputes, and violations?
How do you stay current with employment laws?
What are the qualities that make a good leader for an HR team?
What is your knowledge of the current federal and state overtime laws?
If one of the managers under your supervision made a serious mistake, what would you do?
What policies have you developed? Were they successful?
Has a manager come to you with a problem they couldn’t solve? What did you do to help?
How would you investigate possible causes and implement solutions to high turnover rates?
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