Job Description

Our client, Southeast Restoration, a 2024 Inc. Best Places to Work, is expanding and seeking a Human Resources Director for their faith-based, team-driven organization in Canton, GA. This strategic HR leader will oversee talent acquisition, multi-entity management, safety and performance, and lead change initiatives to support ongoing growth.  

Reporting to the COO, the role is onsite with the potential for a hybrid schedule (one day remote) once established. There is minimal travel to other locations. You'll join a tenured, family-led leadership team, driving HR strategy and hands-on initiatives while building and leading the HR department. Ideal for someone who enjoys setting strategy, wearing multiple hats, and being hands-on. 

General / Leadership:

• Provides executive-level leadership, strategy, and tactical implementation to – and on behalf of - the Managing Partners.
• Collaborates with executive leadership to bring further definition to the organization’s long-term mission and goals; identifies ways to support this mission while overseeing performance of all aspects of: Talent Acquisition, Talent Management, Benefits and Compensation Administration, and Human Resources Compliance.
• Owns, designs, and administers all electronic forms of human resource systems and databases. Ensures congruency across all organizations.
• Encourages and implements systems to help refine the organization’s ability to live out E-E-A (Set Expectations, Ensure Execution, Hold Accountable) is lived out within and amongst all manager-to-team member relationships.
• Performs other duties as assigned.

Talent Acquisition:

• Tactically experiments with and manages multiple verticals of potential talent pools: internet-based job postings, community colleges, trade schools, high schools, 4-year universities, armories/veterans affairs, local Chambers, ESOL classes, church and civic engagements, etc.. To ensure the human resource needs of the organization will continue to keep pace with the growth and diversification goals of the Managing Partners.
• Studies trends in payroll and advertised postings
• Standardizes and implements uniform interviewing process across the organization
• Ensures smooth facilitation of the interviewing and hiring process
• Ensures smooth facilitation of the onboarding process
• Actively assists in the cultivation of a deep bench of red-shirts (a potential future team member) for each position group across all organizations. Ensures maintenance of this bench across all hiring managers.
• Ensures all applicants that are declined for open positions are communicated with in a way that embodies the core values of the organization
• Oversees the Team Member Referral program
• Builds and maintains a comprehensive, strategic career growth path across all positions and all organizations to help further illustrate opportunities for position (and compensation) growth for both internal and external candidates.

Talent Management:

• Owns and facilitates all aspects of written performance documents. Establishes, maintains, and edits a library of job descriptions (Ideal Team Player Cards) for every job role across all organizations that directly documents and aligns all aspects of the Performance Review/Appraisal Process.
• Annually ensures all key personnel documents (position specific-job descriptions, compensation plans, incentive programs) are electronically delivered and acknowledged by all team members.
• Ensures smooth facilitation of the promotion process
• Develops and managing performance management programs
• Identifies and addresses employee relations issues
• Works alongside dedicated resources in Team Member Support to ensure congruency with programs/events leveraged for team member encouragement (Best First Day Ever, SRG Gear/Apparel, RLS – Restoring Live Summit, New Team Member Orientation, ACE – Amazing Customer Experience Wall of Fame, Core Value Awards, etc.).
• Guides management in matters of discipline, performance management/improvement, and termination. Ensures consistent treatment of team member issues – and documentation of said issues - across all organizations.
• Manages all aspects of the employee offboarding process (exit interviews, documentation, feedback, announcements, communication, and management of turnover statistics)
• Implements a system of setting goals for employee turnover and actively works alongside leadership to ensure the employee turnover goals of the organizations are met.

Benefits and Compensation Administration:

• Researches, develops and implements competitive compensation, benefits, performance appraisal, and team member incentive programs.
• Serves as the primary team member contact for Southeast Restoration regarding compensation, benefits, leaves of absence, and other human resources-related questions.
• Develops and maintains effective relationships with outside partners (e.g., benefits broker, healthcare carrier, retirement plan consultant).

Human Resources Compliance:

• Ensures all active and prospective team members meet the background check requirements of the organizations and its’ clients
• Implements and oversees a Workers’ Compensation system
• Handles and investigates claims
• Manages insurance and medical providers
• Negotiates settlements
• Analyzes health and safety incidents
• Acts as liaison with our Health and Safety Manager to reduce incidents
• Assists in litigation – when required
• Ensures compliance with hiring, employment, benefits, and other laws, regulations, and requirements (e.g., EEO - Equal Employment Opportunity, FMLA – Family and Medical Leave Act, FLSA – Fair Labor Standards Act, ADA – The Americans with Disabilities Act, OFCCP Office of Federal Contract Compliance Programs, HIPAA - Health Insurance Portability and Accountability Act of 1996, OSHA – Occupational Health and Safety Act,).
• Actively manages, curates, and develops content for any form of required training for regulatory agencies mentioned above, including but not limited to, employee safety training per the established training methods within the organizations.
• Ensures compliance with employment, benefits, insurance, and other laws, regulations, and requirements.
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Microsoft Dynamics HR/Microsoft Talent system experience preferred.
• At least ten years of human resource management experience is required, with at least 5 years at the director level.
• SHRM-CP or SHRM-SCP is strongly preferred.
• Experience in blue collar, manufacturing, or warehouse environments preferred