HR Director

◆Job Description ◆

-Position

HR Director (Full-Time, Exempt)

-Summary

The Director of Human Resources leads the HR function and serves as a strategic partner to executive leadership. This role oversees HR operations at the Company’s headquarters and supports HR processes across multiple U.S. jurisdictions. The Director ensures compliance with applicable federal, state, and local employment laws; drives HR strategy; and strengthens organizational effectiveness through talent management, workforce planning, and HR metrics. The role requires strong executive

judgment, the ability to anticipate organizational risk, and the capability to lead HR through periods of rapid growth and change. The Director provides direct leadership to HR team members and ensures scalable HR operations through effective oversight of internal resources and external partners.

-Essential Duties

<Strategic & Leadership>

• Develop and implement HR strategies aligned with business goals and organizational priorities.

• Advise executive leadership on HR trends, workforce planning, change management, risk mitigation, and best practices.

• Lead and mentor HR personnel and third-party HR partners to support scalable HR operations.

• Lead HR strategy, culture initiatives, and continuous improvement efforts aligned with organizational priorities.

• Support organizational development, change management, and workforce planning initiatives in partnership with leadership.

<Compliance & Policy>

• Oversee and update HR policies, procedures, and the employee handbook according to federal, multi-state, and local employment laws.

• Ensure compliance with federal and state wage and hour, leave, anti-discrimination, and recordkeeping requirements.

• Coordinate with legal counsel, payroll partners, and external advisors on compliance and risk issues.

<Talent Acquisition & Workforce Management>

• Lead recruitment strategy, salary benchmark analysis, and job classification reviews.

• Support onboarding, performance management, development planning, and retention initiatives.

• Oversee offboarding, exit interviews, and turnover analysis to inform HR strategy.

<Employee Relations & Culture>

• Provide guidance on employee relations matters, performance issues, disciplinary actions, investigations, and conflict resolution.

• Promote a positive, inclusive work environment and support DE & I practices consistent with organizational values.

<Total Rewards & HR Operations>

• Oversee compensation and benefits administration, leave management, and vendor coordination.

• Oversee HR operational processes including onboarding/offboarding, HRIS usage, personnel file management, and reporting.

• Utilize HR data and metrics to track HR performance, compliance, turnover, and employee engagement.

• Lead and support additional HR and organizational initiatives, serving as a strategic partner in advancing evolving workforce and business priorities.

-Working Hours

9:00 - 18:00

-Working Location

Cerritos, CA

-Salary and Benefit

・$104,000 - $116,480 Annually

・Health, Dental, and Vision Coverage

・Paid Time Off and Holiday.

・401(k)

-Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; equivalent combination of education and progressive HR leadership experience will be considered.

• Preferred: HR certifications (e.g., SHRM-SCP, SPHR)

• 10 – 12+ years of progressive HR experience, including demonstrated HR leadership and multi-state and multi-site operational oversight.

• In-depth knowledge of federal, multi-state, and local employment laws and HR best practices.

• Demonstrated ability to exercise discretion, handle confidential issues, and make sound recommendations.

• Demonstrated experience building and scaling HR infrastructure, systems, and processes in a multi-state and/or fast-changing environment.

• Experience with HRIS platforms and HR metrics/analytics.

• Strong leadership, communication, and organizational skills.

-Work Environment & Travel

• Position is based in Brea, CA and requires oversight of HR operations across multiple U.S. locations.

• Occasional travel may be required to support organizational HR initiatives.