Director of Human Resources

Job Title: Director of Human Resources

Department: Overhead

Reports to: President

FLSA Status: Exempt

Pay: $110,000-$125,000/year

Position Objective:

The Director of Human Resources is responsible for leading and developing Enterprise-CP’s overall human resources strategy in alignment with company goals, values and objectives. This position serves as a strategic partner to the leadership team while providing hands-on leadership and support across all facets of Human Resources.

Key Job Duties:

HR Leadership and Strategy 20%

• Develop and execute a comprehensive HR strategy that supports business objectives, growth plans, culture and long-term workforce needs.
• Serve as a trusted strategic advisor and partner to the leadership team on organizational, workforce, employee relations, compensation, performance and compliance matters.
• Lead the HR team including an HR Manager, HR Assistant and Administrative Assistant to establish priorities, accountability and clear ownership of HR responsibilities.
• Establish HR goals, priorities, metrics and initiatives that align with business objectives.
• Evaluate the effectiveness of HR programs, policies and processes and identify opportunities for continuous improvement.

Employee Relations and Performance Management 20%

• Provide guidance on employee relations matters, including performance management, investigations, conflict resolution, attendance, workplace conduct, accommodations and corrective action.
• Partner with leadership to develop effective leadership and communication to manage their team.
• Ensure consistency and fair application of company policies and employment practices.
• Develop and maintain effective performance management processes.
• Coach leaders through difficult employee situations.
• Promote a respectful, inclusive and high-performing workplace culture.

Compliance, Risk Management and Safety Partnership 20%

• Ensure compliance with applicable federal, state and local employment laws and regulations.
• Maintain knowledge of applicable employment laws, including wage and hours, FMLA, ADA, EEOC, OSHA, workers’ compensation, leave requirements, and other application regulations.
• Partner with leadership and safety personnel regarding OSHA compliance workplace injuries, workers’ compensation, safety initiatives and employee safety concerns.
• Serve as primary contact for audit preparation, coordination, response and follow-up, including maintaining audit readiness and ensuring required documentation is accurate and accessible.
• Monitor changes in employment legislation and proactively recommend updates to policies, procedures and the employee handbook.

Compensation, Benefits and HR Administration 15%

• Oversee the organization’s compensation and benefits programs, ensuring they remain competitive, sustainable and aligned with organizational objectives.
• Evaluate compensation practices, wage structures, incentives and other programs to support recruitment and retention.
• Oversee annual benefits administration, open enrollment, vendor relationships and employee communications.
• Maintain effective relationships with benefits, payroll, insurance and other HR related vendors.
• Oversee payroll related HR processes and ensure employee data and changes are accurate and timely.
• Ensure HR systems, employee records, and reporting processes are accurate and appropriately maintained.
• Ensure consistent documentation and record-keeping practices throughout the organization.

Organizational Development and Employee Engagement 10%

• Develop and oversee training and development programs that strengthen employee capabilities and leadership effectiveness.
• Partner with leaders to identify training needs and establish development plans.
• Develop leadership development initiatives that support the organization’s current and future leaders.
• Support succession planning and internal career development opportunities.
• Utilize employee feedback, engagement data, staffing KPIs and other metrics to identify opportunities for improvement.
• Oversee employee recognition, engagement activities, and company events.
• Promote a workplace culture where employees understand organizational expectations, feel valued, and have opportunities to grow.

Workforce Planning & Talent Acquisition 10%

• Develop and oversee workforce planning and talent acquisition strategies to attract, hire, and retain qualified employees.
• Develop and maintain recruiting partnerships and resources to support the organization’s hiring needs.
• Evaluate compensation and labor market trends to remain competitive in attracting talent.
• Develop strategies to improve retention, employee engagement and overall employee experience.

Miscellaneous 5%

• Participate in leadership meetings and strategic planning activities.
• Serve on or provide support to company committees including safety committee as appropriate.
• Assist with company events and employee engagement initiatives.
• Maintain professional knowledge through continuing education, professional organizations, networking and industry research.
• Stay current on HR trends, employment legislation, manufacturing workforce trends and best practices.
• Perform other duties as assigned.

Minimum Requirements:

• Minimum of 5 years of progressive HR experience with demonstrated growth in responsibility and leadership required.
• Broad HR experience across multiple disciplines, including employee relations, recruiting, performance management, compensation, benefits, compliance, training and development, HR systems and organizational development required.
• Strong understanding of HR policies/procedures and employment law and regulations required
• Experience with Microsoft Office, HRIS systems required.
• Experience working in an HR capacity in a manufacturing, industrial or other operational environment strongly preferred.
• Bachelor’s Degree in HR, Business Administration, Organizational Development or related field preferred
• SHRM-CP, SHRM-SCP, PHR, SPHR or other relevant HR certification preferred.
• Prior experience in a corporate director-level role preferred.
• Bilingual English and Spanish preferred.
• Experience supporting a fast-growing organization or organization undergoing significant change preferred.
• Ability to travel as required to the Cando, North Dakota facility and for training events as needed.

Physical/Work Environment Requirements

• Ability to work in both office and manufacturing environment.
• Ability to regularly interact with employees and leaders throughout the facility.
• Ability to comply with applicable manufacturing facility safety and GMP requirements. Ability to work outside normal business hours when business needs, employee relations matters or organizational events require.

 Benefits:

• Comprehensive HRA and Co-pay Medical options
• HSA/FSA options
• Dental (No Cost-employee only)
• Vision Insurance
• Short-Term and Long-Term Disability Coverage
• Group Term Life and Voluntary Life Insurance Plans
• 401(k) Retirement Plan with Excellent Employer Match and short vesting period
• Paid Time Off (PTO)
• 68 hours of Paid Holiday per year
• Career Development Opportunities
• Training and Certifications
• Company Events

Enterprise-CP LLC is an Equal Employment Opportunity/ Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other legally protected status. Applicants with a disability who require reasonable accommodation for any part of the application or hiring process can contact Human Resources.