Human Resources Director

Piedmont National Corporation; Atlanta (GA); On-site; USD 120,000 - 180,000; Full time

Job summary

Piedmont National Corporation seeks a hands-on HR Director to lead HR across manufacturing and office roles in the Atlanta area. You will design and run programs that attract, develop, and retain a strong workforce while ensuring legal compliance and preserving the family-oriented culture.

This is a player-coach role, guiding a three-person HR team while handling strategic and day-to-day HR work. You will advise ownership and senior leaders on workforce planning, design, and people strategy,

Qualifications

• Strong working knowledge of employment law and HR best practices.
• Experience in an industrial/manufacturing, or other hourly-workforce environment.
• Demonstrated ability to lead a small team and to be hands-on with day-to-day HR work.
• Excellent communication, judgment, and discretion, with the ability to build trust at all levels of the organization.

Responsibilities

• Lead a three-person HR team; set goals and manage performance.
• Design and run HR policies, programs, and budgets to support growth and goals.
• Ensure compliance with federal, state, and local employment laws and maintain the employee handbook.

Skills

Employment law knowledge

Manufacturing/hourly workforce

Leadership

Communication

Education

Bachelor's degree in HR/Business Administration

Master's degree in HR or related field

Tools

HRIS software

Payroll platforms

Job description

The HR Director is a hands-on leader responsible for all aspects of human resources at Piedmont National. Working closely with the family ownership and senior leadership team, this person will design and run HR programs that attract, develop, and retain a strong workforce across both manufacturing and office roles, while ensuring compliance and protecting the company's family-oriented culture. This is a player-coach role: the Director will lead a team of three while personally handling strategic and day-to-day HR work.

Duties and Responsibilities:

Leadership and Strategy

• Serve as a trusted advisor to ownership and senior leaders on workforce planning, organizational design, and people strategy.
• Lead, coach, and develop a team of three HR professionals; set clear goals and manage performance.
• Build HR policies, programs, and budgets that support company growth and operational goals.
• Help preserve and evolve the company's family-business culture as the organization grows.

Talent Acquisition and Retention

• Oversee recruiting and onboarding for warehouse, sales, service techs, and administrative positions.
• Develop strategies to reduce turnover and strengthen employee engagement, particularly on the plant floor.
• Partner with department managers on succession planning and internal career pathways.

Employee Relations and Compliance

• Ensure compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, EEO, and OSHA-related HR requirements.
• Manage employee relations matters, including investigations, corrective action, and conflict resolution, with fairness and discretion.
• Maintain and update the employee handbook, HR policies and procedures, and job descriptions.
• Oversee HR recordkeeping, audits, and required reporting.

Compensation, Benefits, and Payroll

• Administer competitive compensation structures and conduct periodic market reviews.
• Manage benefits programs, including health plans, retirement plans, and leave programs; lead annual open enrollment and broker/vendor relationships.
• Oversee payroll processes in partnership with Finance to ensure accuracy and timeliness.

Safety, Training, and Development

• Partner with Operations and Safety leadership on workplace safety programs, workers' compensation, and return-to-work practices.
• Partner with Operations and Safety leadership on telematics and driver safety programs.
• Coordinate training and development programs, including supervisor and leadership training.
• Support performance management processes that are practical and well understood by employees and managers.

HR Operations and Systems

• Manage the HRIS and related systems, and use HR data and metrics to inform decisions.
• Continuously improve HR processes to be efficient, consistent, and employee-friendly.

Desired Minimum Qualifications:

Required

• Strong working knowledge of employment law and HR best practices.
• Experience in an industrial/manufacturing, or other hourly-workforce environment.
• Demonstrated ability to lead a small team and to be hands-on with day-to-day HR work.
• Excellent communication, judgment, and discretion, with the ability to build trust at all levels of the organization.

Preferred

• Experience in a family-owned or closely held business.
• Experience with workers' compensation, safety programs, or union-free labor relations strategy.
• Proficiency with HRIS and payroll platforms.

Core Competencies

• Business acumen and strategic thinking
• Integrity, confidentiality, and sound judgment
• Coaching and team development
• Change management and cultural stewardship

Education/Experience/Certifications:

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 8+ years of progressive HR experience, including at least 3 years in a leadership or management role.

Preferred

• Master's degree in HR or a related field.

NOTE: The physical demands and work environment characteristics described below are representative of those an employee may encounter while performing the essential functions of this job. Reasonable accommodation may be made, upon request, to enable qualified individuals with disabilities to perform these essential functions.

Physical Demands:

First/Mid-Level Managers perform a combination of sedentary and active duties. Work often involves extended periods of computer use and communication, along with regular movement between office, warehouse, and operational areas. Employees must be able to exchange information effectively, review documentation, and observe work areas. Occasional lifting or moving of items up to 25-30 pounds may occur but is not a primary job requirement.

• Work is primarily performed in a climate-controlled office environment, with periodic exposure to warehouse, operational, or field settings where noise levels and environmental conditions may vary. Some travel may be required based on business needs.