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Key Responsibilities and Required Skills for Director of Human Resources

💰 $ - $

Human ResourcesLeadershipPeople Operations

🎯 Role Definition

The Director of Human Resources (Director of HR) is a senior people leader responsible for designing and executing an integrated human capital strategy that supports the organization's business goals. This role leads talent acquisition, performance management, compensation and benefits design, employee relations, HR compliance, workforce planning, and leadership development programs. The Director of HR partners with executive leadership to shape culture, drive change management, and build organizational capability through data-driven HR programs and a scalable people infrastructure.

Key responsibilities include developing and operationalizing HR policies, leading HR operations and HRIS administration, advising leaders on complex employee relations matters, managing compensation and benefits strategies, designing performance and succession planning processes, and delivering actionable HR metrics to influence business decisions.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior HR Business Partner or HRBP Lead
  • Human Resources Manager (Enterprise/Corporate)
  • Talent Acquisition Director or Head of Talent

Advancement To:

  • Vice President of Human Resources / VP People
  • Chief Human Resources Officer (CHRO) / Chief People Officer
  • Head of Global People & Culture

Lateral Moves:

  • Director of Talent Management or Learning & Development
  • Director of Compensation & Benefits
  • Head of Employee Experience / Organizational Development

Core Responsibilities

Primary Functions

  • Develop and implement a company-wide HR strategy that aligns with the organization's short- and long-term business objectives, translating executive priorities into measurable people programs and initiatives.
  • Lead the full lifecycle talent acquisition strategy, including employer branding, sourcing, interview design, selection processes, and onboarding programs to attract and retain high-performing talent.
  • Design and oversee competitive compensation and total rewards programs (base pay, incentives, equity, benefits) informed by market benchmarking, pay equity analysis, and internal job leveling frameworks.
  • Direct the design and implementation of performance management processes and tools (goals, performance reviews, calibration, improvement plans) that drive accountability, development, and high performance.
  • Build and manage succession planning and leadership development programs to identify high-potential employees, prepare successor pools for key roles, and reduce critical talent risk.
  • Serve as the primary partner to senior leaders and business units on organizational design, workforce planning, restructuring, and role design to optimize productivity and cost-efficiency.
  • Lead employee relations strategy and case management, including complex investigations, disciplinary actions, grievance resolution, and legal risk mitigation in partnership with legal counsel.
  • Own HR compliance and regulatory programs (federal, state, local labor laws, EEO/AA, ADA, FMLA, wage & hour) and ensure policies, contracts, and practices comply with applicable regulations.
  • Oversee HR operations and HRIS administration (Workday, SAP SuccessFactors, ADP, BambooHR, or similar), ensuring data accuracy, process automation, and secure HR data governance.
  • Develop and deliver talent analytics and HR metrics (turnover, engagement, time-to-fill, workforce demographics, cost-per-hire, retention of high performers) to inform leadership decisions and demonstrate ROI of people programs.
  • Partner with finance to develop, manage, and forecast HR budgets including compensation planning, learning & development spend, benefits costs, and vendor contracts.
  • Lead diversity, equity, and inclusion (DEI) strategy and programs, including recruitment pipelines, ERG support, bias mitigation training, inclusive policies, and diversity metrics tracking.
  • Design and execute employee engagement and culture initiatives (surveys, action plans, recognition programs, internal communications) to increase retention and organizational commitment.
  • Create and implement learning and development strategies that support technical, managerial, and leadership skill growth aligned to business needs; manage learning vendors and internal training programs.
  • Drive change management for major initiatives (reorganizations, M&A integrations, technology transitions) with clear communication plans, training, stakeholder alignment, and adoption metrics.
  • Manage vendor relationships and third-party partners (benefits brokers, payroll providers, recruiting firms, HR consultants) to optimize cost, service quality, and compliance.
  • Lead compensation and benefits open enrollment, vendor negotiations, and benefits communications to employees, ensuring competitive and cost-effective offerings.
  • Oversee global and/or multi-state HR programs where applicable, adapting policies and practices for local legal compliance, cultural nuances, and expatriate assignments.
  • Conduct risk assessments and implement HR policies and programs to protect the organization from reputational, legal, and compliance risks related to people operations.
  • Coach and develop HR team leaders and managers; design team structure, set KPIs, and ensure effective cross-functional HR service delivery across the employee lifecycle.
  • Drive employer branding and candidate experience improvements, leveraging social channels, careers site content, recruitment marketing, and targeted campus or industry outreach.
  • Partner with corporate communications on internal messaging and leadership communications to ensure transparency and alignment during organizational change.
  • Lead compensation reviews, promotion cycles, and merit increase processes while ensuring fairness, budget adherence, and communication to managers and employees.
  • Establish and continuously improve HR policies, employee handbook, and standard operating procedures to reflect best practices and changing business needs.

Secondary Functions

  • Provide ad-hoc executive coaching to senior leaders on people strategy, performance conversations, and organizational effectiveness.
  • Support HR systems enhancement projects and participate in vendor selection, implementation planning, testing, and change management.
  • Lead or contribute to HR due diligence for mergers, acquisitions, divestitures, and integration planning, including workforce harmonization and communication plans.
  • Partner with IT and security teams on sensitive HR data privacy, access controls, and incident response procedures.
  • Represent the organization at industry forums, employer panels, and university partnerships to strengthen talent pipelines and brand presence.
  • Support business continuity planning from a people perspective, including emergency communications, staffing contingencies, and remote work policies.
  • Coordinate cross-functional initiatives such as sustainability, corporate social responsibility (CSR), and wellness programs that impact employee engagement and employer brand.

Required Skills & Competencies

Hard Skills (Technical)

  • HR Strategy Development — experience designing and operationalizing multi-year HR strategies tied to business KPIs.
  • Talent Acquisition & Employer Branding — proven success scaling recruiting operations and improving candidate experience.
  • Compensation & Benefits Design — strong knowledge of salary structures, incentive plans, equity, and benefits strategy.
  • HRIS & HR Technology — hands-on experience with systems like Workday, SAP SuccessFactors, ADP, BambooHR, or similar; data migration and integration experience preferred.
  • Employment Law & Compliance — in-depth knowledge of federal, state, and local employment laws, FMLA, ADA, EEO, wage & hour regulations.
  • Performance Management Systems — design and administration of goal setting, reviews, calibration, and improvement plans.
  • Workforce Planning & Organizational Design — capacity to model headcount needs, cost impact, and design effective organizational structures.
  • HR Analytics & People Insights — proficiency in people metrics, dashboards, and translating data into actionable recommendations.
  • Change Management — experience leading large-scale organizational change with measurable adoption and impact outcomes.
  • Succession Planning & Leadership Development — track record creating and delivering high-potential programs and leadership pipelines.
  • Mergers & Acquisitions HR Integration — experience in HR due diligence, harmonization of policies, and people integration plans.
  • Vendor & Benefits Administration — managing brokers, insurers, payroll providers, and third-party HR service providers.
  • Project Management — ability to lead cross-functional projects, timelines, budgets, and stakeholder communication.
  • Compensation Modeling & Budget Management — experience building salary models, managing merit cycles, and forecasting people costs.

Soft Skills

  • Strategic Thinking — ability to anticipate business needs and craft long-term, implementable HR plans.
  • Executive Presence & Influence — strong presence to advise and persuade C-suite and senior leaders.
  • High Emotional Intelligence — empathy, self-awareness, and ability to manage sensitive employee issues.
  • Excellent Communication — articulate written and verbal communication across all levels of the organization.
  • Coaching & Development — experience mentoring leaders and developing HR team capabilities.
  • Conflict Resolution — skilled at mediating disputes and facilitating fair, legally compliant outcomes.
  • Stakeholder Management — build trust with cross-functional partners and align diverse groups to common goals.
  • Confidentiality & Integrity — trusted steward of sensitive employee and organizational information.
  • Adaptability & Resilience — ability to operate effectively in fast-changing, ambiguous environments.
  • Problem Solving & Data-Informed Decision Making — combine qualitative judgment with quantitative HR data to solve people challenges.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field.

Preferred Education:

  • Master's degree (MBA, MHR, MA in Organizational Development) or equivalent advanced business/HR education.
  • Professional certifications such as SHRM-SCP, SPHR, CIPD, or HRCI credentials are highly desirable.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration / MBA
  • Organizational Development / Industrial-Organizational Psychology
  • Labor Relations / Employment Law

Experience Requirements

Typical Experience Range:

  • 10–15+ years of progressive HR experience with at least 5+ years in a senior leadership role managing HR teams and partnering with executive leadership.

Preferred:

  • 12+ years leading enterprise HR functions in mid-market or large organizations, with demonstrated results in talent acquisition, compensation strategy, DEI programs, HRIS implementations, and organizational change.
  • Experience in the industry vertical (technology, healthcare, financial services, manufacturing, etc.) is a plus when available.
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