Director, Human Resources

AMPP: Association for Materials Protection and Performance; Houston (TX); On-site; USD 140,000 - 210,000; Full time

Job summary

Association for Materials Protection and Performance seeks a Director of Human Resources to align HR strategy with business goals and champion talent management, compensation, and performance programs. The role reports to the VP of Culture & People and leads the HR team across recruitment, onboarding, and development initiatives.

The incumbent will advance organizational excellence, manage employee relations, ensure regulatory compliance, and provide guidance on workforce planning and succession

Qualifications

• Business acumen and broad HR knowledge across compensation, benefits, and compliance.
• Experience guiding HR strategy and policies at leadership level.
• Strong employment law knowledge and regulatory compliance experience.

Responsibilities

• Leads HR operations to advance company HR objectives and policies.
• Guides HR team on employee relations, disciplinary actions, and investigations.
• Partners with leadership to implement HR and talent strategies and to drive engagement.

Skills

HR Strategy

Consultation

Ethical Practice

Global Awareness

HR Expertise

Relationship Management

Performance Management

Training Management

Employee Records

People Skills

Conflict Resolution

Employment Law

Project Management

Office Experience

Reporting Skills

Verbal Communication

Writing Skills

Education

Bachelor's Degree in related field

Master’s degree preferred

Job description

Association for Materials Protection and Performance

JOB TITLE: Director, Human Resources

DIVISION: Human Resources Management

DEPARTMENT: Human Resources

REPORTS TO: VP of Culture & People

FLSA STATUS: Exempt

Summary

The Director, Human Resources is responsible for aligning strategic business objectives with employees and management. The position reports to the VP of People & Culure to execute the organization's talent management strategy, compensation practices and pay-for-performance programs, and is an employee champion and change agent while promoting organizational excellence. The position manages HR efforts to advance the company's objectives and assesses and anticipates HR related needs, communicating those needs proactively with organizational leadership.

Essential Duties and Responsibilities

include the following. Other duties may be assigned.

• Leads HR operations to advance company HR objectives. Recommends and helps implement approaches, policies, and procedures to drive continual improvements in efficiency of department and services performed.
• Guides the HR team on complex employee relations matters, including disciplinary meetings, terminations, and investigations, and serves as an escalation point when needed.
• Partners with organization's leadership to understand and execute the organization's HR and talent strategy. Advises and assists leaders on interpreting and applying policies, programs, and best practices.
• Guides the performance management program, including goal-setting cycle, performance review process, and calibration, to drive accountability and consistent execution across the organization.
• Leads compensation programs and pay-for-performance practices, including merit increase cycles, incentive plan execution, and market benchmarking data, to ensure consistent and compliant execution across the organization.
• Plans, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's HR compliance and strategy needs.
• Guides employee lifecycle programs delivered by the HR team, including recruiting, onboarding, career path planning, and exit activities for terminated staff.
• Partners with business leaders and employees to strengthen work relationships, build morale and engagement, and increase productivity and retention through coaching, counseling, and career development conversations.
• Maintains in depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance. Engages with legal counsel as needed.
• Maintains an effective level of business literacy about each assigned business unit's financial position, strategy, midrange plans, culture, and competition. Provides guidance and input on business unit restructures, workforce planning, and succession planning.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, compensation, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Works with the Leadership Team to build and leverage strategic, collaborative relationships.

Qualifications

QUALIFICATION REQUIREMENTS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Business Acumen, Consultation, Ethical Practice, Global and Cultural Awareness, HR Expertise, Relationship Management, Performance Management, Training Management, Maintaining Employee Files, People Skills, Resolving Conflict, Employment Law, Project Management, Office Experience, Reporting Skills, Verbal Communication, Administrative Writing Skills.

Travel Requirements

Some travel is expected for this role and passport is required.

Education And/or Experience

• A bachelor's degree in related field required, master’s degree preferred.
• 10+ years of progressive HR experience required
• Professional HR certification required, SHRM SCP or SPHR preferred
• Working knowledge of multiple human resource disciplines, including compensation and benefit practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.

Language Skills

Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, members, employees of the organization, customers, and the general public.

Mathematical Skills

Ability to calculate figures and amounts such as discounts, interest, commissions, etc. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. Ability to develop and interpret business graphs.

Reasoning Ability

Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, verbal, diagram, or schedule form.

Other Skills And Abilities

Must possess a specific level of communication skill both verbal and written. Have demonstrated personnel management skills including, but not limited to, the ability to evaluate staff performance and provide direction, is highly desirable. Ability to work in a multi task environment taking into account various external factors and to communicate efficiently and accurately to both managers/supervisors and subordinate staff. Must be computer literate with knowledge and experience in word processing and spreadsheet software's. Ability to learn and use association specific software.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; talk or hear. The employee frequently is required to sit. The employee is occasionally required to stand; walk; climb or balance; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, color vision, and the ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.