Director of Human Resources

The Director of Human Resources oversees all core HR functions, including talent acquisition, workforce development, employee relations, benefits administration, and HR operations. This role drives a culture aligned with the firm’s core values, guides organizational change, and ensures consistent, compliant, and efficient HR practices. You will manage day-to-day HR administration, lead performance management efforts, maintain accurate systems and processes, and collaborate with leaders across the firm to support workforce needs, enhance the employee experience, and strengthen organizational effectiveness.

Strategic People & Culture Leadership

• Execute people, culture, and talent strategy in alignment with firm core values and strategic goals
• Champion Archford’s core values and ensure they are embedded into policies, practices, leadership behaviors, and decision making
• Lead organizational change initiatives, including new policies, systems, administrators, and culture practices
• Act as organizational HR leader while remaining directly involved in execution

Talent Acquisition & Workforce Development

• Own the full lifecycle of recruiting, hiring, and onboarding for all positions
• Build relationships with department leaders to identify workforce needs, required competencies, and hiring strategies
• Manage use of Culture Index program
• Lead succession planning and leadership development efforts
• Promote performance improvement and career development across the firm

HR Administration & Operations

• Administer benefits programs including health and ancillary benefits, retirement plan, leave programs, disability programs, and unemployment claims
• Partner with brokers and vendors to ensure competitive, compliant, and cost-effective benefits
• Creates clear benefits materials to improve employee understanding and appreciation
• Manage vendor billing processes including invoice review, enrollment reconciliation, discrepancy resolution and timely and accurate payment
• Ensure benefit plan deductions and calculations are correctly established in benefits and payroll systems; ensure compensation and status changes are timely and accurate
• Manage all reporting and required document distribution related to 401k retirement plan
• Responds to administrative and policy questions from team members
• Resolve highly complex employee benefits issues with brokers and vendors

HR Operations, Compliance & Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations
• Oversee background and credit checks, Form I-9 compliance, and required filings and reporting
• Maintain, update, and enforce HR policies, procedures, and the Employee Handbook
• Manage HR systems (Employee Navigator, QuickBooks Online, etc.) with accuracy, confidentiality, and efficiency

Performance Management

• Design, implement, and oversee structured, equitable, and legally compliant performance appraisal system and improvement plans in alignment with organizational objectives
• Train managers on effective coaching, feedback delivery, and disciplinary procedures
• Address employee concerns and resolve workplace disputes that hinder performance or culture
• Maintain and update employee personnel files in compliance with federal and state laws

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; master’s degree preferred
• 8+ years of progressive HR leadership experience, including organizational effectiveness, performance management, payroll & benefits, leadership development, and team building
• SHRM-CP or SHRM-SCP strongly preferred
• Deep knowledge of HR best practices, employment law, and compliance requirements
• Strong organizational skills, attention to detail, and proactive approach
• High work ethic, self-direction, and comfort managing both strategy and execution
• Proficiency in Microsoft Office 365; benefit/payroll systems experience (QuickBooks Online and Employee Navigator is a plus)

Expectations:

• Uphold the highest standards of confidentiality and ethical conduct
• Build trust and credibility with team members at all levels
• Exercise sound judgement, professionalism, and discretion in complex, time-sensitive, and/or emotionally charged situations
• Maintain a visible presence across the firm to understand day-to-day realities and workforce dynamics
• Ensure consistent application of policies
• Design, implement, and improve people and HR operations systems
• Willingly raise concerns, identify risk, and recommend alternatives when proposed actions present ethical, cultural, or legal risk