SUMMARY OF POSITION

The Director of Human Resources serves as a trusted strategic partner, operational leader, and culture champion for ALCO. This role is responsible for ensuring operational excellence across all Human Resources functions while advancing an employee experience that attracts, develops, and retains exceptional talent. The Director leads the day-to-day execution of HR operations, benefits administration, employee relations, compliance, talent support, HR systems, and team development while ensuring HR delivers responsive, accurate, and people-centered service.

Reporting to the VP of Talent, the Director partners closely with organizational leaders to strengthen employee engagement, mitigate organizational risk, improve workforce effectiveness, and create an environment where employees choose to join, grow, and stay. This position directly supervises the Human Resources Generalist and Talent Acquisition Specialist.

ESSENTIAL FUNCTIONS OF THE POSITION

HR Operations & Service Excellence (30%)

• Lead the day-to-day execution of all human resources operations, ensuring services are delivered accurately, efficiently, and in compliance with applicable laws and policies.
• Establish and maintain systems, processes, workflows, and service standards that promote operational excellence and a positive employee experience.
• Ensure employee and manager inquiries receive timely, accurate, professional, and empathetic responses, generally within 24-48 hours.
• Oversee HRIS administration and data integrity, ensuring systems such as Paycom, JazzHR, and other HR technologies are maintained with accurate and current information.
• Monitor recurring employee questions and trends and create scalable resources, training, and communications.
• Establish operational metrics and dashboards to measure service quality, responsiveness, and effectiveness.

Strategic HR Partnership & Organizational Support (20%)

• Serve as a trusted advisor to organizational leaders regarding workforce planning, employee relations, performance management, organizational effectiveness, and talent decisions.
• Lead the development of people policies, management frameworks, and oversight processes that drive leadership excellence and ensure consistent managerial effectiveness across the organization.
• Serve as a strategic partner to Learning & Development in aligning manager training and development initiatives with organizational goals, workforce needs, and ALCO’s People Policies.
• Build strong relationships across all levels of the organization through visibility, credibility, and consistent partnership.
• Provide data-informed recommendations that support business objectives and workforce needs.
• Assist leaders in navigating complex employee situations while balancing employee experience, organizational needs, risk management, and company values.

Compliance, Employee Relations & Risk Management (20%)

• Ensure compliance with all federal, state, and local employment laws and regulations.
• Lead employee relations investigations, disciplinary processes, documentation reviews, and resolution of workplace concerns.
• Provide guidance to managers regarding performance management corrective action, coaching, documentation, and terminations.
• Lead the planning and execution of annual audits.
• Maintain systems and processes that ensure organizational compliance, audit readiness, and proper documentation.
• Monitor employment law developments and recommend policy or practice changes as needed.
• Audit and update the Employee Handbook at regularly scheduled intervals.
• Oversee accident reporting processes and coordinate with relevant insurance and regulatory partners when necessary.
• Promote proactive risk mitigation through manager education and sound HR guidance.

Benefits Administration & Employee Wellbeing (15%)

• Oversee the administration and continuous improvement of employee benefit programs.
• Lead annual open enrollment planning, employee education, communications, and implementation.
• Partner with the VP of Talent, CEO, CFO, brokers, and vendors on benefit renewals, plan analysis, benchmarking, and recommendations.
• Develop educational programs and communications that increase employee awareness, understanding, and utilization of benefit offerings.
• Monitor benefits trends and employee feedback to identify opportunities for enhancement.
• Ensure vendor relationships, plan documentation, and HR system integrations are maintained accurately and effectively.

Team Leadership & Capability Building (15%)

• Lead, coach, and develop HR team members to ensure high performance and professional growth.
• Establish clear expectations, performance goals, and accountability measures for direct reports.
• Conduct regular one-on-one meetings, coaching conversations, and performance discussions.
• Foster a culture of learning, collaboration, continuous improvement, and service excellence within the HR team.
• Serve as an active member of the Leadership Team.

EDUCATION

Bachelor’s degree in human resources, Business Administration, Organizational Development, or related field required; equivalent combination of education and experience may be considered. SHRM-CP, SHRM-SCP, PHR, or SPHR certification strongly preferred.

EXPERIENCE

7-10 years of progressively responsible HR leadership experience. Experience overseeing multiple HR disciplines including employee relations, benefits, compliance, HR operations, and talent acquisitions. Experience managing and developing HR staff. Experience driving process improvement and operational excellence initiatives. Demonstrated experience advising leaders on complex employee and organizational matters.

KNOWLEDGE, SKILLS, AND ABILITIES

Experience with HRIS platforms, preferably Paycom. Strong analytical, problem-solving, and decision-making skills. Ability to translate data into actionable recommendations. Exceptional verbal, written, presentation, and interpersonal communication skills. Strong customer service orientation balanced with sound judgment and objectivity. Ability to build trust while maintaining confidentiality and professional boundaries. Experience with benefits administration, compliance audits, and policy development. Proficiency with Microsoft Outlook, Teams, SharePoint, Excel, Word, and PowerPoint.

COMPENSATION & BENEFITS

The salary range for this position is $105,000 – $120,000 annually. Final compensation will be determined based on experience, qualifications, certifications, geographic considerations (where applicable), and internal equity. In addition to base pay, eligible team members may participate in performance-based incentives where applicable. ALCO offers a comprehensive benefits package including medical, dental, and vision coverage; company-paid life and disability insurance; 401(k) with company contribution; paid time off; and paid holidays.

PRE-EMPLOYMENT REQUIREMENTS:

All offers of employment are contingent upon successful completion of a background check and drug screening, in accordance with ALCO’s policies and applicable law.

ALCO Management is committed to building a team that reflects the communities we serve. We welcome candidates from all backgrounds and experiences. Every qualified applicant will receive consideration for employment without regard to race, color, ethnicity, national origin, ancestry, religion or creed, sex, pregnancy, sexual orientation, gender identity or expression, age, marital status, disability, genetic information, military or veteran status, or any other characteristic protected under federal, state, or local law.

ALCO reserves the right to adjust responsibilities and expectations based on business needs. Candidates may be required to complete assessments, background checks, and reference checks as part of the hiring process. By applying, you acknowledge that you have reviewed the role, understand the expectations, and consent to be contacted using the information you provide.

No Search Firms:

ALCO Management does not accept unsolicited resumes or candidate submissions from search firms or recruiting agencies. Submissions made without a current written agreement with ALCO will not create an obligation for payment of any fees, including if the candidate is hired.