Description:
The Human Resources Director is responsible for managing and overseeing the operational functions of the organization’s Human Resources (HR) program. This role directs the development, implementation, coordination, and administration of policies, programs, and services that ensure a high-performing, engaged, accountable, and compliant workforce.
Key areas of responsibility include talent acquisition and recruitment; workforce planning and diverse initiatives; employee relations and conflict resolution; compensation and benefits administration; performance management; workplace investigations; employee training, development, and onboarding; occupational safety and health; and the delivery of employee support services. The Director ensures that all HR practices are consistent with the organization’s purpose, mission, vision, and culture while maintaining compliance with applicable federal, state, and local employment laws and regulations, including accommodation requirements.
This position serves as a resource to leadership and staff, fostering a positive and inclusive work environment that supports employee well-being and organizational efficiency.
The Director reports directly to the Chief Executive Officer/Executive Director.

Fulfilling our mission and becoming the best place to work demands a defined culture (Culture Statement). Culture speaks to how we are together. Culture is the beliefs, values, priorities, expectations, behaviors, and practices that guide daily interactions, thinking, decisions, and actions. When working at the National Registry the expectation of culture is as follows:

• Never Stop Learning - Working at the National Registry is a decision to lead, learn, grow, and improve.
• Responsibility and Privilege - Working at the National Registry should be an exceptional experience. We view working here to be a great privilege and responsibility.
• Environment Is Welcoming - We endeavor to create a welcoming, fun, and friendly environment.
• Morals, Accountability, and Character - We each accept responsibility for how we show up, meet challenges, and respond to setbacks.
• Teamwork - We become a team when we see beyond our egos, actively engage with others, and collectively work together for the good of the organization.

EDUCATION, EXPERIENCE, & CERTIFICATION

Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• Master’s degree in Human Resources, Business Administration (MBA), or related discipline preferred.

Experience

• Minimum of 7–10 years of progressively responsible human resources experience, including at least 3–5 years in an HR leadership or management role.
• Proven experience in employee relations, recruitment and retention, benefits and compensation administration, performance management, and compliance.
• Demonstrated track record of managing investigations, resolving complex employee issues, and ensuring legal compliance.
• Experience in benefits plan administration, including 401(k) and other retirement programs.
• Experience in training program coordination and implementation.
• Experience working in a multi-state environment preferred.
• Proficient in Microsoft Office Suite and experienced with HRIS systems.

Certifications

• Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or SHRM Certified Professional (SHRM-CP or SHRM-SCP) strongly preferred.
• Certification in workplace investigations or mediation is a plus.

SPECIFIC REQUIREMENTS

• Must reside within the United States of America.
• Proficient in reading, writing, speaking, and comprehending the English language.
• Able to communicate clearly and tactfully with employees, leadership, visitors, government representatives, and the public.
• Possesses advanced mathematical skills, including addition, subtraction, multiplication, and division.
• Able to work cooperatively and harmoniously with colleagues at all levels.
• Skilled in drafting high-level policies and procedures, including those for Board of Directors review.
• Proficient in conducting work in a digital environment, including video conferencing and online collaboration tools.
• Competent in standard computer use, including keyboarding and data entry.
• Able to lift up to 10 pounds.
• Capable of working in an office setting with moderate noise levels.
• Able to travel approximately 5 nights per year.
  The National Registry is an equal opportunity employer. All persons will be considered for employment without discrimination against race, color, religion, sex, sexual orientation, national origin, veteran status, or disability status.
  For more informationhttp://www.nremt.or

Policy & Compliance Management

• Develop, implement, and regularly update human resources policies, procedures, and the employee handbook.
• Ensure all human resources practices comply with federal, state, and local laws and regulations.
• Provide policy interpretation and guidance to managers and employees.
• Maintain and update position descriptions to reflect current duties, responsibilities, and organizational needs.

Workforce Planning & Talent Management

• Oversee full-cycle talent acquisition, including sourcing, recruitment, selection, and onboarding, with a focus on supporting a diverse and welcoming workforce.
• Assist hiring managers in applying best practices in candidate assessment and onboarding.
• Monitor workforce data (e.g., absenteeism, turnover, productivity) and recommend process or policy changes to improve engagement and performance.

Compensation, Benefits & Performance Management

• Oversee compensation programs, benefits administration, and annual performance review processes.
• Administer 401(k) Defined Contribution and Defined Benefit plans, including open enrollment and vendor coordination.
• Conduct compensation analysis to maintain market competitiveness and internal equity.
• Manage performance review processes to ensure timely goal setting, feedback, and evaluations.

Training, Development & HR Operations

• Coordinate professional development, compliance training, and other employee learning programs.
• Maintain a library of training resources and track participation.
• Assist employees in identifying and pursuing career development opportunities.
• Identify and implement process improvements to increase HR operational efficiency.

Employee Relations & Culture

• Investigate and resolve workplace issues, ensuring fair and consistent application of policies.
• Address employee concerns and foster a positive, respectful, and collaborative workplace culture.
• Assess employee satisfaction and retention, and work with leadership/management to implement improvements.
• Develop and manage policies and accommodations for employees with disabilities.

Requirements: