Director of Human Capital & Recruiting

UNKNOWN; De Pere (WI); On-site; USD 120,000 - 180,000; Full time

Job summary

FyterTech seeks a strategic Director of Human Capital & Recruiting to lead HR operations, talent acquisition, and employee development in the De Pere, WI area. You will partner with executives to align people initiatives with business goals, shape workforce planning, and drive safety and engagement across the site.

The role requires a hands-on leader with a focus on coaching, performance management, and building scalable HR processes to support growth and regulatory compliance.

Qualifications

• Bachelor’s degree in Human Resources or related field is required.
• 10–15+ years of progressive HR experience in manufacturing or multi-site environments.
• Strong knowledge of employment laws, HR compliance, and best practices.
• Experience leading change, coaching leaders, and building high-performing teams.
• Proficient in HRIS, data analytics, and workforce planning.

Responsibilities

• Lead the HR Team and the Safety Manager, aligning Human Capital strategies with business goals.
• Oversee talent acquisition, onboarding, development, and employee engagement initiatives.
• Provide workforce planning, organizational design, and performance management guidance.
• Develop scalable HR processes, dashboards, and reporting to inform leadership decisions.
• Ensure compliance with federal, state, and local employment laws and regulations.

Skills

HR Leadership

Talent Acquisition

Employee Development

Strategic Planning

Employee Relations

Data Analytics

Communication

Education

Bachelor’s degree in Human Resources

SHRM-CP / SHRM-SCP preferred

Tools

ADP/UKG

Excel

Job description

Director of Human Capital & Recruiting

JOB DESCRIPTION

Position : Director of Human Capital & Recruiting

Position Status : Full Time, Salary- Exempt

Reports To : Chief Financial Officer

Location:*Onsite - De Pere, WI

About FyterTech

Are you ready to join an organization where you can make a significant daily impact? An organization where you will be a major contributor to the growth and strength of our organization? Where you will be contributing to the betterment of the environment and our communities? Then FyterTech is the place for you to make your next and best career move.

FyterTech Nonwovens is a market-leading materials manufacturer of nonwoven high-tech products that are used in a variety of settings. Applications include cleaning up the spills one could expect to see in hospitals, laboratories, oil spills and grocery stores – just to name a few. As a market leader in our industry, we are looking for someone with a competitive edge to help drive a can-do collaborative culture.

Position Summary

FyterTech is seeking an experienced Director of Human Capital & Recruiting to recruit, develop, and support a high-performing team in the greater Green Bay, WI area. You will identify and recruit world-class talent, build and scale our Human Capital systems and processes, and serve as a key member of the leadership team responsible for the employee lifecycle from onboarding through exit. As the Director of Human Capital and Recruiting, you will lead and develop the HR team and the Safety Manager, while partnering with site and corporate leadership to ensure talent, culture, employee engagement, compliance, and safety initiatives are aligned with the company’s strategic priorities and business objectives.

As a key member of the site leadership team, you’ll partner with executive and site leaders to strengthen company culture, improve performance, develop talent, and support ambitious hiring goals. The ideal candidate is strategic and hands-on, with strong recruiting, HR operations, talent development, and interpersonal skills.

Success in this fast-paced environment requires adaptability, problem-solving, accountability, and the ability to translate business priorities into impactful people initiatives.

Principal Duties and Responsibilities

Human Capital Strategy & Leadership

• Lead the HR Team and the Safety Manager
• Partner with executive and site leaders to align Human Capital strategies with business goals.
• Advise leaders on workforce planning, organizational structure, employee relations, performance, engagement, and talent.
• Build scalable HR systems and processes to support growth.
• Leverage workforce data and HR metrics to anticipate needs and drive decisions.
• Foster a consistent culture of clear expectations and follow-through.

Recruiting & Talent Acquisition

• Lead and continuously improve recruiting strategies for hourly, professional, technical, and leadership roles.
• Develop innovative sourcing strategies and strong talent pipelines through schools, community partners, recruiting networks, and professional organizations.
• Partner with hiring managers to define requirements, selection criteria, interview processes, and hiring timelines.

Benefits & Employee Programs

• Lead administration, communication, and continous improvement of employee benefits programs.
• Partner with brokers and vendors to evaluate plan performance, costs, competitiveness, and employee value.
• Educate employees on benefits and lead an effective annual open enrollment process.
• Monitor benefit trends and recommend program improvements based on employee needs and business priorities.
• Ensure benefits are administered consistently and comply with applicable laws and regulations.

Safety & Workplace Culture

• Lead the Safety effort and work with site leadership to build a proactive, safety-first culture.
• Reinforce safety as a shared responsibility through training, communication, engagement, and accountability.
• Address unsafe behaviors and safety concerns promptly and consistently.
• Support incident follow-up, corrective actions, return-to-work processes, and employee communication.
• Integrate safety into onboarding, training, performance management, leadership development, and daily operations.

Coaching, Performance & Accountability

• Establish consistent approaches to coaching, performance management, and corrective action.
• Coach leaders on clear, timely, constructive feedback and effective difficult conversations.
• Ensure performance expectations and actions are clearly communicated, documented, fair, and consistent.
• Promote ongoing performance discussions, accountability, conflict resolution, and employee engagement.

Training & Development

• Lead a comprehensive training and development strategy for employees and leaders.
• Identify skill gaps and establish training priorities with department leaders.
• Strengthen onboarding to ensure employees understand culture, expectations, safety, policies, and responsibilities.
• Develop leadership, career development, succession, cross-training, and internal mobility programs.
• Establish leadership training focused on communication, coaching, accountability, safety, and employee relations.

Employee Handbook & Policy Management

• Lead the development, review, communication, and administration of the Employee Handbook and Human Capital policies.
• Ensure policies are current, practical, legally compliant, and aligned with company culture and business needs.
• Identify and address policy gaps, inconsistencies, and outdated practices.
• Partner with leadership and legal counsel on policy development and revisions.
• Ensure policies are clearly communicated, consistently applied, and supported by appropriate documentation and accountability.

Employee Relations & Engagement

• Serve as a trusted resource for employees and leaders on workplace concerns, conflict, performance, conduct, and employee relations.
• Lead or oversee employee investigations and ensure issues are addressed fairly and consistently.
• Drive engagement, communication, recognition, and retention initiatives.
• Analyze turnover, absenteeism, and employee feedback to identify trends and address root causes.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Partner with leadership and legal counsel to manage compliance and minimize risk.
• Maintain required employment practices, records, postings, and documentation.
• Monitor regulatory changes and proactively update policies and processes.

HR Operations & Continuous Improvement

• Evaluate and improve Human Capital processes for efficiency, consistency, and employee experience.
• Standardized processes while maintaining flexibility for business needs.
• Leverage HR technology, automation, HRIS, and data to streamline operations and improve decisions.
• Develop workforce dashboards and reporting to provide actionable leadership insights.

Knowledge, Skills and Abilities Required

• Bachelor’s degree in Human Resources, Business Administration, or related field; SHRM-CP/SCP, PHR, or SPHR preferred.
• 10–15+ years of progressive HR experience, preferably in manufacturing and multi-site environments.
• Proficient in ADP/UKG and Excel, with strong analytical and quantitative skills.
• Strong knowledge of employment laws, HR compliance, and best practices.
• Proven ability to lead change, build a performance-driven culture, and develop/coaching leaders and teams.
• Exceptional business acumen, communication, relationship-building, and interpersonal skills.
• Strategic, hands-on leader with strong delegation, problem-solving, listening, and decision-making abilities.
• Passionate about talent acquisition, employee development, and building high-performing teams.
• Highly curious, disciplined, adaptable, ethical, and action-oriented, with a strong sense of urgency and accountability.
• Able to quickly understand business priorities and translate complex information into clear, actionable solutions at all organizational levels.
• Committed to continuous learning, growth, and delivering measurable results.

What Does Success Look Like

Success means building a proactive, consistent Human Capital function that supports both people and business performance. This includes:

• Building strong talent pipelines and improving hiring quality, speed, and candidate experience.
• Developing leaders in coaching, communication, performance management, and accountability.
• Establishing consistent standards for performance, attendance, conduct, safety, and workplace behavior.
• Strengthening training, employee development, engagement, and retention.
• Ensuring policies, benefits, and HR programs are current, effective, and consistently administered.
• Partnering with Safety and leadership to reinforce safe behaviors and accountability.
• Proactively addressing employee relations issues and providing actionable workforce insights.
• Building scalable Human Capital systems that support growth.
• Creating a culture where performance is recognized, development is expected, safety is non-negotiable, and accountability is embraced at every level.