Director of Human Resources

Description

G.S. Precision manufactures critical components for the Aerospace and Defense industries. With 700 employees across four integrated locations totaling 230,000 sq. ft., we draw on 60+ years of experience and cutting-edge technology to deliver consistent, high-quality results.

Our Mission & Values: To provide a proud, caring, and safe environment that allows our team to thrive in delivering value to our customers. We encourage creative thinking and problem solving. We grow our company through open communication, strong leadership, and continuous improvement that benefits our customers, employees, their families, and our communities.

Our Vision: To be the most trusted global partner in precision manufacturing and assembly of highly engineered mission critical products, recognized for our commitment to innovation, quality, and ability to enable our customers success.

                                                                Generate Sustained Profitability

We offer a competitive benefits package, which includes but not limited to:

• Comprehensive Health, Dental and Vision Care Coverage (Starting the Next Full Month After Hire)
• Paid Holidays starting on Day ONE
• Company Paid Life and AD&D Insurance
• Company Paid Short-Term Disability
• 401 (k) Matching Retirement Plan
• Employer Funded Health Reimbursement Account
• Flexible Spending Account
• Generous Paid Time Off
• Dependent Care Spending Account
• Employee Assistance Program
• Educational Assistance Program
• Employee Referral Bonus
• Safety Shoe Allowance
• Prescription Safety Glasses Program
• Shift Differentials for 2nd and 3rd Shifts
• Bereavement Leave

Job Summary

The Director of Human Resources is responsible for the day-to-day leadership and execution of all HR functions across the organization. This role works closely with plant and executive leadership to support hiring, onboarding, employee relations, performance management, compliance, and workforce planning. The Director of HR is actively involved on the floor and in the business, resolving employee issues, coaching leaders, supporting staffing needs, and ensuring policies and practices are applied consistently and fairly. The role leads the HR team, drives practical HR solutions, and helps keep operations running smoothly by ensuring employees are well-matched to their responsibilities and supported for high performance. This position reports to the Vice President of People & Culture.

Key Responsibilities

Strategic Leadership & Business Partnership

• Serve as a strategic HR business partner to executive leadership and plant leadership, aligning HR initiatives with operational and business goals.
• Provide leadership coaching and guidance on organizational design, workforce planning, succession planning, performance management, and employee engagement.
• Translate business needs into HR strategies that improve retention, productivity, and culture.

Employee Relations & Culture

• Oversee employee relations strategy, ensuring consistent, fair, and legally compliant handling of employee concerns, disciplinary actions, and conflict resolution.
• Act as an escalation point for complex or sensitive employee relations matters and internal investigations.
• Champion a positive, inclusive workplace culture and lead employee engagement initiatives across the organization.

Compliance, Policy & Risk Management

• Ensure company-wide compliance with federal, state, and local employment laws (e.g., FMLA, ADA, FLSA, EEO).
• Oversee the development, interpretation, and enforcement of HR policies, procedures, and employment practices.
• Partner with legal counsel as needed to manage risk, investigations, and employment-related claims.

Benefits, Compensation & Payroll Oversight

• Provide strategic oversight of benefits administration, including plan design, vendor relationships, open enrollment, and employee communications.
• Partner with payroll and finance to ensure accurate, timely processing and compliance related to employee data and compensation changes.
• Support compensation strategy, benchmarking, and pay practices to ensure market competitiveness and internal equity.