Director of Human Resources

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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

Oversee the daily operations of the HR department and manage department budget

Lead, mentor, develop, and supervise the HR Generalist

Provide coaching, performance feedback, and professional development to HR team members

Ensure quality control and consistency across all HR functions and processes

Maintain confidentiality and professionalism in handling sensitive employee matters

Recruitment & Talent Management

Develop and oversee the organization's recruiting strategy and annual recruitment plan

Partner with hiring managers on recruitment and selection strategies to identify and hire qualified candidates

Oversee the coordination of recruitment processes for all positions below Director/Executive level

Track and analyze recruitment metrics (time-to-fill, cost-per-hire, quality of hires, diversity metrics)

Implement recruiting best practices and diversity recruitment strategies

Support executive recruitment conducted by CHRO

Build effective relationships with internal hiring managers and external recruitment partners

Employee Relations & Performance Management

Direct and oversee complex employee relations cases, including disciplinary actions and terminations

Partner with the CHRO on labor relations matters and support union contract management

Serve as a resource to managers on conflict resolution, employee conduct issues, and performance management

Lead the development, implementation, and review of performance management systems and processes

Assist with investigations into employee complaints and workplace issues as directed by CHRO

Coordinate employee engagement initiatives and respond to feedback

HR Systems & Technology (HRIS)

Develop and oversee the organization's HRIS strategy and roadmap

Manage relationships with HRIS vendors and service providers

Oversee the implementation of HRIS updates and system enhancements

Ensure accurate employee data in HRIS systems

Direct complex HRIS reporting and analytics projects

Partner with Payroll/Finance to ensure accurate compensation data and payroll processing

Ensure security and compliance of HRIS systems and employee data

HR Policies & Compliance

Lead the development, revision, and implementation of HR policies and employee handbook

Ensure compliance with all federal, state, and local employment laws and regulations

Partner with legal counsel as needed on compliance and risk management matters

Maintain and audit personnel files to ensure compliance with legal requirements

Coordinate preparation for internal and external audits

Oversee record retention and file management systems

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

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