Director of Human Resources

Job Description

Job Description

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Director of Human Resources Job Description

Title: Director of Human Resources
Effective Date: 07/2026
Department/Location: Human Resources / Administrative Offices
FLSA Status: Exempt
Position Type: Full-Time
Shift/Hours: Monday – Friday, 9:00 AM to 5:00 PM with occasional evening or weekend hours as needed
Reports To: Chief Human Resources Officer
Supervises: Human Resources Generalist
Union Status: Non-Union

POSITION SUMMARY

The Director of Human Resources oversees the daily operations of the HR department and serves as the operational leader supporting the CHRO's strategic vision. Under the guidance of the Chief Human Resources Officer, this role provides leadership in talent management, employee relations, HRIS administration, recruiting, benefits coordination, and other core HR functions. The Director collaborates with stakeholders across the organization to implement high-quality human resources programs that strengthen organizational effectiveness and ensure consistency with Anixter's values and mission.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The essential duties listed below are illustrative and are not meant to be all-inclusive. An employee in this position may be assigned additional duties and responsibilities.

HR Operations & Department Leadership

1. Oversee the daily operations of the HR department and manage department budget
2. Lead, mentor, develop, and supervise the HR Generalist
3. Provide coaching, performance feedback, and professional development to HR team members
4. Ensure quality control and consistency across all HR functions and processes
5. Maintain confidentiality and professionalism in handling sensitive employee matters

Recruitment & Talent Management

1. Develop and oversee the organization's recruiting strategy and annual recruitment plan
2. Partner with hiring managers on recruitment and selection strategies to identify and hire qualified candidates
3. Oversee the coordination of recruitment processes for all positions below Director/Executive level
4. Track and analyze recruitment metrics (time-to-fill, cost-per-hire, quality of hires, diversity metrics)
5. Implement recruiting best practices and diversity recruitment strategies
6. Support executive recruitment conducted by CHRO
7. Build effective relationships with internal hiring managers and external recruitment partners

Employee Relations & Performance Management

1. Direct and oversee complex employee relations cases, including disciplinary actions and terminations
2. Partner with the CHRO on labor relations matters and support union contract management
3. Serve as a resource to managers on conflict resolution, employee conduct issues, and performance management
4. Lead the development, implementation, and review of performance management systems and processes
5. Assist with investigations into employee complaints and workplace issues as directed by CHRO
6. Coordinate employee engagement initiatives and respond to feedback

HR Systems & Technology (HRIS)

1. Develop and oversee the organization's HRIS strategy and roadmap
2. Manage relationships with HRIS vendors and service providers
3. Oversee the implementation of HRIS updates and system enhancements
4. Ensure accurate employee data in HRIS systems
5. Direct complex HRIS reporting and analytics projects
6. Partner with Payroll/Finance to ensure accurate compensation data and payroll processing
7. Ensure security and compliance of HRIS systems and employee data

HR Policies & Compliance

1. Lead the development, revision, and implementation of HR policies and employee handbook
2. Ensure compliance with all federal, state, and local employment laws and regulations
3. Partner with legal counsel as needed on compliance and risk management matters
4. Maintain and audit personnel files to ensure compliance with legal requirements
5. Coordinate preparation for internal and external audits
6. Oversee record retention and file management systems
7. Support leadership development programs coordinated by CHRO

Diversity, Equity & Inclusion (DEI) Operations

33. Support the CHRO's DEI strategy by implementing operational initiatives

34. Lead tracking and reporting of DEI metrics and affirmative action plan compliance

35. Coordinate recruiting for diversity and support DEI hiring practices

1. Advise managers on equity and inclusion practices

Additional Responsibilities

37. Collaborate with Finance/Accounting on compensation and payroll matters

38. Participate in special projects as assigned by CHRO

39. Perform other duties as assigned or required

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED

Education & Certifications

• Bachelor's degree in Human Resources, Business Administration, or related field required
• HR certification (HRCI, SHRM, or equivalent) preferred
• Advanced degree in HR, Business Administration, or related field preferred

Experience

• 5-7 years of HR management experience required
• 2+ years of supervisory or management experience required
• Experience recruiting in multiple disciplines and salary levels required
• Experience with HRIS systems and generating HR reports required
• Labor relations experience or familiarity with union contracts strongly preferred
• Experience in nonprofits or organizations serving vulnerable populations preferred

Knowledge Areas

• Solid knowledge of employment law and HR best practices required
• Understanding of compensation and benefits design and administration required
• Knowledge of HR technology systems and HRIS platforms required
• Familiarity with performance management systems and practices required
• Understanding of diversity, equity, and inclusion best practices preferred

Competencies & Skills

• Strong leadership and team management skills required
• Excellent communication skills (verbal and written) required
• Ability to work collaboratively with all organizational levels required
• Strong analytical and problem-solving skills required
• Ability to manage multiple priorities and deadlines required
• Ability to analyze HR data and metrics to inform decision-making required
• Strong interpersonal and conflict resolution skills required
• Ability to maintain confidentiality and professionalism required
• Proficiency with Microsoft Office Suite required
• Proficiency with HRIS systems required
• Ability to adapt to organizational needs and changing circumstances required
• Commitment to diversity, equity, and inclusion in employment practices required

PHYSICAL DEMANDS AND WORK ENVIRONMENT

The physical demands and work environment characteristics described below are representative of those an employee may encounter while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

Physical Demands:

• Prolonged periods of working at a computer and performing tasks requiring repetitive hand and wrist motions
• Occasional travel between agency locations
• Ability to sit, stand, and walk as required
• Ability to use standard office equipment

Work Environment:

• Professional office setting with standard lighting and moderate noise level
• May require occasional evening or weekend hours for special projects or labor-related issues
• Hybrid work model may be available

KEY PERFORMANCE INDICATORS

The success of this position will be measured by:

• HR team performance and employee development
• Recruitment metrics: time-to-fill, quality of hires, diversity metrics
• Employee retention and engagement scores
• Compliance audit results
• HRIS system effectiveness and accuracy
• Employee relations case resolution
• Manager satisfaction with HR support