Human Resource Director

HR Manager Job Description Job Summary The HR Manager is responsible for leading day-to-day human resources operations and supporting the organization's people strategy. This mid-level role partners with leaders and employees to manage recruitment, employee relations, performance management, policy implementation, compliance, training, and HR reporting. The ideal candidate is organized, people-focused, and able to balance strategic thinking with hands-on execution. Key Responsibilities Oversee daily HR operations, including employee records, policy administration, and HR process improvement. Partner with department managers on workforce planning, hiring needs, onboarding, and employee development. Manage recruitment activities, including job postings, screening, interviewing coordination, and offer support. Address employee relations matters by providing guidance, resolving workplace concerns, and supporting investigations when needed. Support and administer performance management processes, including goal setting, evaluations, coaching, and corrective action plans. Ensure compliance with employment laws, internal policies, and HR best practices. Coordinate compensation, benefits, leave administration, and other employee programs in partnership with payroll or finance teams. Identify training needs and help implement learning and development initiatives. Prepare HR reports and metrics related to turnover, headcount, recruitment progress, and employee engagement. Contribute to initiatives that strengthen company culture, employee engagement, and retention. Required Qualifications Prefer Bachelor's degree in Human Resources, Business Administration, a related field, or commitment to complete further education in the area of HR as determined by Dakota Milestones. Strong knowledge of recruitment, employee relations, performance management, and HR compliance. Familiarity with employment laws and HR best practices. Experience using HRIS platforms and Microsoft Office tools. Excellent communication, conflict resolution, and organizational skills. Ability to maintain confidentiality and exercise sound judgment. Preferred Qualifications HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR. Experience supporting a multi-department organization Exposure to compensation planning, employee engagement programs, or training facilitation. Core Competencies Leadership and relationship building Communication and active listening Problem-solving and decision-making Attention to detail and organization Discretion and professionalism Adaptability and change management