Director of Human Resources - GSO (37604)

Job DetailsJob Location: Group Services Office - Grand Rapids, MI 49548Position Purpose and Responsibilities

The Director of Human Resources provides both strategic leadership and hands-on execution of the company’s human resource strategy. This role serves as a key business partner to the executive leadership team, aligning people strategies with organizational goals to drive performance, growth, and a high-engagement culture.

Key Responsibilities

Strategic Human Resources Leadership

Business Partnership & Strategy
Serve as a trusted advisor to the leadership team, ensuring Human Resources is fully integrated into business planning and strategic decision-making. Strengthen HR’s credibility by driving initiatives that support organizational change, growth, and operational excellence. 
Talent Management & Succession Planning
Design and lead a comprehensive talent management and succession planning process for critical roles. Identify capability gaps and ensure robust development plans are implemented to build leadership bench strength. 
Talent Acquisition & Retention
Oversee company-wide recruiting and retention strategies. Build and sustain talent pipelines through partnerships with schools, industry associations, and community organizations. Establish best-in-class hiring practices and actively participate in the recruitment of key positions. Lead initiatives to improve retention and employee engagement. 
Learning & Development
Champion a culture of continuous learning by developing and enhancing training programs that support both individual growth and organizational capability. 
Culture & Continuous Improvement 
Support and reinforce lean manufacturing principles by promoting a culture of employee involvement, accountability, and continuous improvement. 

Functional Human Resources Leadership

Employee Engagement & Communication
Lead initiatives to enhance employee satisfaction, engagement, and communication, leveraging survey feedback and other insights to drive meaningful improvements. 
Benefits & Wellness Strategy
Lead the design, administration, and continuous improvement of the company’s benefits programs, including healthcare, retirement, and ancillary offerings. Manage vendor relationships, plan design, compliance, and cost strategies to ensure competitive and sustainable programs.
Safety Leadership
Sustain and strengthen the company’s strong safety culture by continuously improving safety programs, policies, and practices. 
HR Planning & Policy Development
Develop and execute the annual HR business plan in alignment with organizational priorities. Establish and maintain HR policies and programs that support business objectives and compliance requirements. 
HRIS Strategy & Optimization
Own the strategy, design, and ongoing maintenance of the company’s HRIS. Ensure the system effectively supports payroll, benefits administration, reporting, compliance, and employee lifecycle processes. Drive continuous improvement in system utilization, data accuracy, and process automation across all locations.
Compensation & Performance Management
Design and manage competitive compensation structures, performance management systems, and benefits programs. Ensure programs are effective, equitable, and aligned with business goals. 
Team Leadership & Development
Lead, coach, and develop the HR team, fostering a culture of accountability, mentorship, and continuous improvement. Ensure effective performance management and professional growth within the function. 
Operational Support & Employee Relations
Partner closely with operations leadership to address workforce challenges, provide guidance on employee relations, and support a positive and productive work environment. 
Compliance & Risk Management
Ensure compliance with all applicable federal, state, and local employment laws and regulations (e.g., OSHA/MIOSHA, EEO, ERISA, Michigan ESTA, wage and hour laws). Serve as the primary liaison with legal counsel and regulatory agencies, managing risk and overseeing required reporting. 

Professional Attributes, Personal Traits and Alignment with Cascade Values

Business Acumen
Demonstrates a strong business mind, quickly understanding financial and operational priorities and translating them into practical, high-impact people strategies.
Human Resources Expertise
Brings deep knowledge of leading HR practices with the ability to design, implement, and continuously improve HR programs. Leverages data, technology, and HR systems to evaluate effectiveness, improve processes, and drive informed decision-making. 
Communication & Advisory Capability
An effective communicator and trusted advisor who listens actively, seeks diverse perspectives, and provides practical, well-reasoned guidance. Anticipates challenges and proactively addresses immediate and long-term organizational needs. 
Influence & Leade