Director of Human Resources


The successful candidate should have solid managerial experience as a generalist  in Human Resources; global experience is a strong plus but not required. The individual will be responsible for overseeing 2-3 full time staff  in the US (NY—headquarters-- and PA) and general supervision and communication with  HR staff in Portugal and India for a total staff of over 200.   The right candidate must be comfortable working in a very fast paced, busy environment for this rapidly growing managed services industry leader and be able to easily communicate with all levels of staff and management.  This position reports to the CFO with a dotted line to the COO.

General Responsibilities:

  • Participate in the development of the company plans and programs as a strategic partner but particularly from the perspective of the impact on people.  

  • Plan, develop, organize, implement, direct and evaluate the organization's human resource function and performance. (Policy, trainings, culture) 

  • Evaluate and advise on the impact of long range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the corporation.  

  • Collaborate on staffing strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility. Working with recruitment, identify appropriate and effective external sources for candidates for all levels within the company.  

  • Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.  

  • Develop programs to allow the corporation to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.  

  • Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the company and the industry.  

  • Continually assess the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.  

  • Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.  

  • Development and implementation of appropriate policies and programs for effective management of the people resources of the corporation. Included in this area but not limited only to the following would be programs for employee relations, affirmative action, sexual and general harassment, employee complaints, external education and career development.  

  • Enhance and/or develop, implement and enforce human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation. In particular, manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the company. 

  • Maintain knowledge of international HR policies, programs, laws and issues.  

  • Understand the differences of domestic and international policies and programs and coordinate the integration of all such programs.  

  • Manage other areas such as relocation, employee communication, employee safety and health and community relations.  

  • Manage the budget and other financial measures of the Human Resources Department. 

  • Continue improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.  

  • Evaluation of the human resource division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals. 

Job Requirements

  • Four year degree in Human Resources, Communications, Business Administration or Psychology

  • A minimum of 8-10 years of management experience

  • 5-7 years in related Human Resources jobs

  • Excellent verbal and written communication skills

  • Knowledge and practice using HRIS and ATS systems

  • Entrepreneurial, spirit with the ability to put process in place while serving people

Appreciated by not mandatory:

  • Knowledge of Immigration process as related to sponsorship visas

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