The HR Director is a strategic yet hands-on professional who can seamlessly integrate big-picture thinking with tactical execution. The HR Director will be responsible for providing leadership in developing, implementing, and executing human resources strategy in support of the overall mission and strategic direction of Navy Mutual, specifically in the areas of talent acquisition, employee engagement, performance management, compliance, benefits, compensation, and payroll. The HR Director will lead and manage the HR team and serve as a partner and advisor to management across the association.
This position will report to the Vice President and General Counsel.
Job Brief: The HR Director will combine strategic vision with practical, hands-on execution. Key areas of responsibilities include talent acquisition, employee engagement, performance management, compliance, benefits, compensation, and payroll. The Director will maintain effective relationships with employees and managers at all levels and will stay abreast of employment regulations and workplace trends.
Duties & Responsibilities: Serve as a partner and advisor to Navy Mutual management and executive leadership regarding talent, culture, growth, legal, and management issues.
Develop and execute communication plans to ensure transparency and understanding of HR initiatives across the organization.
Build, manage, and mentor the HR team. Provide guidance, support, and professional development opportunities.
Manage and lead daily operations of all components of HR, including recruitment, onboarding, performance management, compensation and benefits, and employee relations.
Utilize workplace assessment tools to enhance collaboration, communication, and employee performance, ensuring optimal team dynamics and engagement.
Processes, Policies, and Procedures Design, develop, and implement standardized HR processes and procedures to ensure efficient and consistent handling of HR-related activities across the organization. Regularly review and assess HR processes to identify areas for improvement, streamline workflows, and enhance efficiency.
Design and implement HR processes, policies, and procedures that support the strategic objectives of the organization and increase employee engagement.
Talent Acquisition and Management Oversee the recruitment process and develop strategies for attracting top talent.
Implement effective performance management systems to drive employee engagement and productivity.
Work collaboratively with staff at all levels to develop and clarify their goals and assist in achieving their professional development objectives.
Work with management to assist in staff development activities and programs.
Employee Relations and Engagement Provide guidance and support to employees on HR-related issues, fostering a positive work environment.
Manage and resolve employee relations issues, conducting thorough investigations as needed.
Build strong relationships at all levels. Serve as a good listener, lead with empathy, and facilitate solutions that balance the needs of the individual within the business framework of Navy Mutual.
Compliance Ensure compliance with all federal, state, and local employment laws and regulations. Stay updated on changes in legislation that impacts the workplace and incorporate them into Navy Mutual's policies and processes.
Develop, recommend, and implement workplace policies that are compliant and in alignment with workplace best practices and support the culture of Navy Mutual.
Payroll, Compensation, and Benefits Oversee payroll processing and partner closely with the accounting team to ensure accuracy and timeliness.
Collaborate with leadership to develop and administer comprehensive compensation and benefits plans that are aligned with financial and strategic business plans and meet the needs of the employees.
Data and Metrics Monitor and analyze HR metrics to assess the effectiveness of HR initiatives and identify areas for improvement. Use data to inform strategic decisions.
Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification (e.g., SHRM-CP, PHR) is preferred.
Minimum of 7+ years of progressive HR experience, with at least 2 years in a supervisory or managerial role.
Strong knowledge of HR principles, practices, and employment laws.
Ability to think strategically while executing tactically.
Exceptional communication and interpersonal skills, with the ability to effectively interact with employees at all levels.
Proven experience in handling employee relations issues and conflict resolution.
Ability to manage multiple priorities in a fast-paced environment.
Strong problem-solving skills and the ability to make sound decisions.
Experience with and/or certifications in assessment and predictor tools, such as DiSC, 9-box, Emotional Intelligence.
Strong experience in HRIS, Dayforce a plus.
Experience in a nonprofit or military-related organization is a plus.
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