Director of Human Resources

Reports To: Chief Executive Officer 

FLSA: Exempt 

Location: Westfield, Indiana

Position Summary

The Director of Human Resources is DuraMark’s senior HR leader, reporting directly to the CEO and providing hands-on HR leadership across a multi-state workforce. This role is responsible for the overall effectiveness of the HR function and serves as a trusted advisor to leadership on people, organizational, compliance, and workforce matters.

Initial priorities include assessing and strengthening existing HR practices, systems, vendor relationships, and service delivery to ensure the HR function effectively supports DuraMark’s current and future business needs. The Director will evaluate existing processes and resources, clarify ownership and accountability, and identify opportunities to improve efficiency, compliance, service quality, and organizational capability while maintaining continuity of critical HR services.

The Director will also strengthen the people-management capability of supervisors, managers, and team leaders by establishing clear accountability and providing practical training, tools, and coaching. The successful candidate will be practical, independent, and comfortable challenging status quo thinking in a productive manner while balancing compliance, employee needs, and operational realities.

Key Responsibilities

HR Leadership & Business Partnership

• Serve as the senior HR leader and primary advisor to the CEO and leadership team on people, organizational, and employment matters.
• Develop HR priorities aligned with business objectives and translate workforce and operational needs into practical HR solutions.
• Provide guidance on employee relations, performance, staffing, compensation, organizational change, compliance, and other people-related decisions.
• Establish HR as an accessible, credible, and solutions-oriented resource while maintaining appropriate accountability with operational leaders.

HR Operations, Systems & Service Delivery

• Assess the effectiveness of HR, payroll, benefits, and related services, including processes, costs, risks, responsibilities, vendor relationships, and dependencies.
• Define and strengthen DuraMark’s HR operating model, including internal ownership, external partners, systems, controls, and documented procedures.
• Evaluate HRIS, payroll, benefits administration, timekeeping, and related HR technology and recommend improvements or changes based on business needs.
• Lead HR system, vendor, or process implementations and transitions as needed, including vendor selection, testing, data conversion, communication, and implementation.
• Assess existing HR processes to identify gaps, duplication, compliance risk, inefficiencies, and unclear ownership; retain what works and redesign what does not.
• Establish consistent, practical processes across the employee lifecycle, with clear responsibilities and handoffs among HR, managers, employees, and external partners.
• Develop useful HR metrics and reporting to support workforce and business decisions.

Employee Relations & Performance Management

• Provide leadership for employee relations and serve as a resource to managers and employees regarding workplace concerns.
• Conduct or oversee workplace investigations and ensure appropriate documentation, resolution, and follow-through.
• Strengthen performance management practices and coach leaders on addressing performance, attendance, conduct, documentation, and employee concerns promptly and consistently.
• Develop supervisors, managers, and team leaders through practical training, tools, and coaching so they can independently manage appropriate routine employee matters and recognize when HR involvement is needed.
• Clarify accountability between HR and operational leadership and identify recurring employee relations themes requiring broader process, communication, or leadership improvements.

Leave Administration, Accommodations & Compliance

• Provide hands-on oversight of employee leave and accommodation processes, including FMLA, ADA accommodations and the interactive process, state and local leave requirements, and workers’ compensation-related absences.
• Establish clear, compliant processes for leave and accommodations, including documentation, responsibilities, timelines, follow-up, and coordination with payroll, benefits providers, and other partners.
• Coach managers to recognize potential leave or accommodation situations and engage HR appropriately.
• Ensure compliance with applicable federal, state, and local employment laws across DuraMark’s multi-state workforce and maintain appropriate policies, records, documentation, and controls.
• Monitor employment law developments and translate requirements into practical business processes.

Compensation, Benefits, Payroll & Talent

• Provide leadership and oversight for payroll administration, ensuring accurate and timely processing and appropriate internal controls.
• Manage employee benefit programs and relationships with brokers, carriers, and other partners, including annual renewal and open enrollment.
• Help to create and maintain current compensation practices, job structures, titles, and pay ranges to support internal consistency and external competitiveness.
• Strengthen recruiting, selection, onboarding, and new-hire integration practices based on workforce needs.
• Support workforce planning, succession planning, leadership development, employee retention, and organizational capability.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• 8+ years of progressive HR experience, including experience leading an HR function or operating as a senior HR business partner.
• Broad HR experience encompassing employee relations, compliance, payroll, benefits, HR operations, talent acquisition, and performance management.
• Demonstrated hands-on experience managing employee leaves and workplace accommodations, including FMLA, ADA interactive processes, and applicable state leave requirements.
• Demonstrated experience assessing existing processes, identifying gaps and risk, and implementing practical improvements.
• Experience evaluating and improving HR service-delivery models, implementing HRIS/payroll platforms, or leading significant HR systems, vendor, or process transitions strongly preferred.
• Experience developing and coaching supervisors and managers to strengthen their people-management capability.
• Experience working in a manufacturing environment strongly preferred.
• Demonstrated experience supporting a multi-state workforce and navigating state-specific employment laws, leave requirements, payroll considerations, policies, and compliance requirements required.
• Experience working within an EOS (Entrepreneurial Operating System) environment is a plus.
• SPHR, SHRM-SCP, or comparable professional certification preferred.

Other Duties as Assigned

This job description describes the general nature and level of work performed and is not an exhaustive list of all duties, responsibilities, or qualifications. Responsibilities and requirements may change based on business needs. Nothing in this job description alters the at-will employment relationship or creates an employment contract, express or implied.

Physical Requirements & Work Environment

This position requires regular use of a computer and the ability to move throughout office and production areas. Occasional lifting of up to 25 pounds and business travel may be required. Work may include time in a manufacturing environment requiring appropriate personal protective equipment and adherence to safety requirements. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

Work Authorization & Sponsorship

Candidates must be legally authorized to work in the United States. DuraMark does not provide employment visa sponsorship for this position, now or in the future.

E-Verify

DuraMark participates in E-Verify and uses information from an employee’s Form I-9, Employment Eligibility Verification, to confirm employment authorization as required by applicable law.

Equal Employment Opportunity

DuraMark is an equal opportunity employer and provides equal employment opportunities to all applicants and employees without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable federal, state, or local law.

DuraMark provides reasonable accommodations to qualified individuals with disabilities and for sincerely held religious beliefs or practices as required by applicable law.