Human Resources Director

MRA Recruiting Services; Lake Geneva (WI); On-site; USD 90,000 - 120,000; Full time

Benefits offered by this job

Opportunity for leadership influence

Collaborative work environment

Commitment to employee development

Job summary

MRA Recruiting Services is seeking a Human Resources Director in Lake Geneva, WI, to lead HR functions across multiple sites. This strategic role involves developing HR strategies, overseeing talent management, and ensuring compliance with employment laws.

The ideal candidate will have over 10 years of HR leadership experience and a Bachelor’s degree in a relevant field. A strong focus on employee engagement and organizational effectiveness is essential, alongside excellent communication skills and a strategic business mindset.

Qualifications

• 10+ years of progressive HR leadership experience in multi-site environments.
• Strong business acumen to align HR with operational objectives.
• Excellent communication and interpersonal skills.

Responsibilities

• Develop and execute HR strategies that align with business objectives.
• Provide strategic leadership across core HR functions.
• Ensure compliance with federal and state employment laws.

Skills

Strong knowledge of employment law

Strategic HR leadership

Talent management

Performance management systems

Advanced Microsoft Office

Education

Bachelor’s degree in Human Resources or related field

10+ years of HR leadership experience

Tools

HRIS systems

Job description

Human Resources Director – R&L Spring Company & Medicoil – Lake Geneva, WI

Reporting to the CFO, the HR Director is responsible for developing and executing business-driven human resources strategies that attract, develop, motivate, and retain a high-performing workforce across three plants and 265+ employees. This role provides both strategic leadership and operational oversight across all core HR functions, including talent acquisition, employee relations, payroll, compensation and benefits, employee development, engagement, and succession planning.

In addition, this position serves as a senior advisor to the executive leadership team, providing counsel on organizational effectiveness, workforce planning, leadership development, and culture. The HR Director leads enterprise-wide talent strategies, including performance management cycles, succession planning, and leadership pipeline development, and drives key HR initiatives and cross-functional projects that strengthen organizational capability and support long-term business performance.

Why Join Us?

• Family-owned company with a long history of stability and growth
• Executive leadership team committed to employee development and succession planning
• Collaborative, team-oriented culture where ideas are valued
• Opportunity to shape organizational strategy and influence business outcomes
• Growing organization serving diverse and innovative industries
• Strong commitment to safety, quality, continuous improvement, and employee engagement
• Meaningful leadership role with visibility across the enterprise

Duties/Responsibilities

• Establish HR strategic objectives aligned with business priorities and lead implementation of HR, payroll, and benefits strategies that reinforce organizational culture and performance outcomes.
• Serve as a trusted advisor to the CFO and executive leadership team on organizational design, workforce planning, talent strategy, employee engagement, and workforce risk impacting business performance.
• Lead the design, execution, and continuous improvement of the performance management cycle, ensuring alignment between business goals, individual performance, and leadership accountability.
• Lead enterprise talent management and succession planning strategies, including identification of critical roles, development of leadership pipelines, and succession readiness planning in partnership with executive leadership.
• Serve as strategic project leader for enterprise HR initiatives, including organizational design, workforce planning, HR systems, leadership development, and culture enhancement efforts aligned to business strategy.
• Ensure HR policies, procedures, and practices remain compliant with federal, state, and regulatory requirements; maintain awareness of employment law, regulatory changes, and industry best practices and apply appropriately.
• Provide oversight of all core HR operations, including recruitment and selection, employee relations, compensation and benefits administration, payroll oversight, and employee lifecycle processes including onboarding and separations.
• Lead employee relations strategy, including investigation and resolution of workplace complaints, discrimination and harassment concerns, and other complex employee issues.
• Oversee compliance programs including Workers’ Compensation, OSHA reporting, ACA, ISO requirements, and related audits, ensuring accurate reporting and effective risk mitigation.
• Partner with brokers and external providers to administer employee benefits programs and ensure effective communication, education, and employee support.
• Ensure accurate, confidential, and legally compliant employee records management through HRIS systems and reporting tools.
• Support and participate in employee engagement initiatives, organizational events, committees, and cross-functional projects that strengthen culture and alignment.
• Provide leadership and guidance to managers on HR matters including performance, staffing decisions, employee development, and organizational effectiveness.
• Provides HR leadership support in a 24/7 manufacturing environment, which may require occasional off-shift or after-hours availability to support employee relations issues, operational needs, or critical incidents.

Required Skills/Abilities

• Strong knowledge of employment law, regulatory compliance, health and safety requirements, and risk mitigation practices across multi-site manufacturing environments.
• Demonstrated experience leading both strategic and operational HR outcomes across multiple HR disciplines, including talent management, employee relations, compensation, benefits, HRIS, and organizational development.
• Proven ability to serve as a strategic business partner and trusted advisor to executive leadership, influencing decisions related to workforce planning, organizational design, and talent strategy.
• Strong expertise in performance management systems, leadership development, and succession planning within a high-performance organization.
• Business and financial acumen with the ability to align HR strategies to operational and financial objectives and support enterprise decision-making.
• Strong communication, executive presence, and interpersonal skills with the ability to influence across all levels of the organization.
• Experience leading cross-functional initiatives and managing complex HR projects that drive organizational effectiveness and culture improvement.
• Proficiency in HRIS systems and advanced Microsoft Office applications, with ability to analyze and present workforce data to support decision-making.

Education and Experience

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Safety, Environmental Management, or related field required.
• 10+ years of progressive HR leadership experience, including both strategic and operational responsibility in multi-site or manufacturing environments.
• 3+ years of senior leadership or supervisory experience with demonstrated success in developing and leading HR talent pipelines and high-performing teams.

Certifications

• SHRM-SCP, SPHR, or comparable professional certification preferred.

Preferred Qualifications

• Experience supporting a 24/7 manufacturing operation and a diverse hourly and salaried workforce.
• Working knowledge of employment laws and regulations, including FMLA, ADA, FLSA, OSHA, and other applicable federal and state requirements.
• Experience supporting ISO, IATF, quality, and safety-driven manufacturing environments preferred.
• Demonstrated experience leading change management, workforce planning, succession planning, and employee engagement initiatives.
• Experience with HRIS, payroll, LMS, and talent management systems.
• Bilingual (English/Spanish) skills are a plus.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Regular walking and standing throughout manufacturing environments, including travel between multiple plant sites as required to perform job responsibilities.