Director of Human Resources

Director of Human Resources
Location: Near Syracuse, NY (or within NYS/upstate
Salary Range: $180,000 – $215,000 + Bonus Potential
Employment Type: Full-Time, Hybrid
Travel: Approx 25-50%

Executive HR Leadership Opportunity
Our well-established and growing client is seeking a strategic, business-minded Director of Human Resources to lead all aspects of Human Resources, Talent Management, Organizational Development, Learning & Development, Employee Relations, Labor Relations, Compensation, Benefits, and Compliance.

This executive-level role serves as a key advisor and partner to the President & CEO, helping shape organizational strategy through people, culture, leadership development, workforce planning, and talent optimization. The Director of Human Resources will play a critical role in ensuring the organization attracts, develops, engages, and retains a high-performing workforce while maintaining compliance and supporting long-term business objectives.

This is an outstanding opportunity for an experienced HR executive who excels in both strategic leadership and hands-on execution. Position Overview
The Director of Human Resources will provide leadership and direction for all human capital initiatives across the organization. This individual will collaborate closely with executive leadership and department managers to align talent strategies with business goals, drive organizational effectiveness, and foster a culture of accountability, engagement, inclusion, and continuous improvement.

The successful candidate will oversee HR operations while serving as a trusted advisor on employee relations, labor relations, workforce planning, leadership development, organizational design, compensation strategy, compliance, and change management. Key Responsibilities
Strategic Human Resources Leadership

• Partner directly with executive leadership to align HR strategies with organizational objectives
• Develop and execute workforce planning initiatives that support current and future business needs
• Evaluate organizational structures and recommend improvements to enhance effectiveness and scalability
• Serve as a key contributor to executive planning, succession planning, and organizational development initiatives
• Foster an inclusive, high-performance culture that promotes engagement, accountability, and employee development

Talent Management & Leadership Development

• Lead talent review and succession planning processes
• Identify high-potential employees and develop career growth strategies
• Create and oversee leadership development initiatives
• Build robust talent pipelines to support organizational growth
• Partner with leaders to assess workforce capabilities and future staffing needs
• Champion employee engagement and retention strategies
• Develop programs that strengthen organizational culture and employee experience

Employee Relations & Organizational Effectiveness

• Serve as the senior resource for employee relations matters
• Investigate employee concerns, complaints, and workplace issues
• Provide guidance and recommendations to managers on sensitive personnel matters
• Mediate workplace conflicts and facilitate constructive resolutions
• Coach leaders on performance management, employee engagement, communication, and leadership effectiveness
• Support managers in addressing performance concerns while ensuring consistency and legal compliance
• Oversee disciplinary actions and employee termination processes
• Ensure fair, consistent application of company policies and employment practices

Labor Relations & Union Leadership

• Lead labor relations strategy and collective bargaining administration
• Interpret and administer collective bargaining agreements
• Participate in labor negotiations and contract discussions
• Manage grievance and arbitration processes
• Serve as a key advisor on union-related matters
• Partner with leadership to maintain positive labor-management relationships
• Develop and implement labor relations strategies that support business objectives

Compensation, Benefits & Rewards

• Oversee compensation strategy and salary administration
• Regularly assess market competitiveness and internal equity
• Develop and implement compensation programs aligned with organizational goals
• Evaluate and enhance employee reward and recognition programs
• Manage benefits strategy and administration
• Partner with executive leadership and finance teams regarding healthcare and benefit plan negotiations
• Identify opportunities to improve employee value proposition and total rewards offerings

Compliance, Policy & Risk Management

• Ensure compliance with all applicable federal, state, and local employment laws and regulations
• Interpret and communicate employment policies and procedures
• Oversee compliance related to:
  • EEO
  • AAP
  • Wage and hour laws
  • Leave administration
  • Labor regulations
  • Workplace safety requirements
• Represent the organization in administrative hearings and employment-related proceedings as needed
• Develop, update, and enforce company policies and procedures
• Ensure consistent policy application across all departments

Learning & Development

• Lead organizational learning and development initiatives
• Develop leadership training and employee development programs
• Promote continuous learning and professional growth opportunities
• Partner with managers to create individual development plans
• Support organizational change initiatives through targeted training and communication efforts

HR Operations & Department Leadership

• Provide leadership, coaching, and development for Human Resources staff
• Establish departmental goals, objectives, and performance standards
• Oversee all HR functions, including:
  • Recruitment
  • Employee relations
  • Benefits administration
  • Compensation
  • Compliance
  • Performance management
  • Training and development
• Ensure HR processes are efficient, scalable, and aligned with organizational needs

Retirement Plan Administration

• Serve as Plan Administrator for the organization's 401(k) program
• Ensure regulatory compliance and fiduciary responsibilities are met
• Coordinate with external vendors and advisors
• Oversee plan communications and employee education initiatives

Business Partnership & Analytics

• Utilize HR metrics, workforce analytics, and business data to drive decision-making
• Develop strategic HR solutions that support operational and financial goals
• Measure effectiveness of talent initiatives and organizational programs
• Provide meaningful workforce insights to executive leadership
• Align HR objectives with overall business performance metrics

Leadership Responsibilities
The Director of Human Resources will directly oversee HR team members and provide leadership through:

• Coaching and mentoring
• Performance management
• Professional development
• Workforce planning
• Goal setting and accountability
• Departmental resource management

The role will work closely with HR staff supporting leave administration, recruiting, compensation, employee relations, and general HR operations. Qualifications
Education

• Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or a related field required
• Master's Degree preferred

Certifications
Preferred certifications include:

• PHR
• SPHR
• SHRM-CP
• SHRM-SCP

Experience

• Minimum of 10 years of progressive Human Resources leadership experience
• Significant experience leading comprehensive HR functions in complex organizations
• Demonstrated success in:
  • Talent management
  • Employee relations
  • Compensation and benefits
  • Organizational development
  • Compliance
  • Leadership development
  • Labor relations
• Extensive union experience required, including:
  • Collective bargaining
  • Contract administration
  • Grievance management
  • Labor negotiations
• Experience with organizational development and change management initiatives preferred

Knowledge & Skills

• Strong understanding of federal and state employment laws
• Expertise in compensation, benefits, employee relations, and compliance
• Strong business acumen and strategic thinking abilities
• Exceptional leadership, coaching, and influencing skills
• Excellent verbal and written communication skills
• Strong presentation and executive-level communication abilities
• Ability to influence organizational change and gain stakeholder buy-in
• Experience working with:
  • Microsoft Office Suite
  • Microsoft 365
  • Excel
  • PowerPoint
  • HRIS systems and workforce analytics tools
• Ability to manage multiple priorities in a fast-paced environment
• High level of professionalism, confidentiality, and integrity

 
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redShift Recruiting is the region's premier recruiting agency with over 100 years of combined experience in the recruiting field. We specialize in permanent, temporary, and temp-to-hire positions. Our superior service combined with our highly qualified and carefully selected bank of candidates sets us apart.