Director of Human Resources

Director of Human Resources

The Director of Human Resources for Experience Scottsdale is responsible for establishing, leading, and executing all aspects of the organization's human resources function. This role, which reports to the President & CEO, provides strategic leadership and hands-on management of all HR operations and data in a department-of-one environment.

The Director designs, implements and maintains HR systems, policies and processes that support a compliant, high-performing, and employee-centered workplace, while serving as a trusted advisor to the CEO and leadership team on organizational development, employee relations, performance management, compensation, and workforce planning.

This role conducts payroll processing and ensures compliance with all applicable federal, state, and local employment laws and regulations.

Essential Responsibilities

• HR Strategy & Organizational Development: Partner with the CEO and leadership team to align HR strategy with organizational goals. Design and implement HR policies, systems and processes that support organizational effectiveness and compliance. Lead organizational development initiatives, including workforce training and development, planning, succession planning and leadership development. Lead the staff committee for employee relations and teambuilding. Develop and maintain job descriptions and organizational charts. Partner with leadership to assess staffing needs and workforce planning models. Advise leadership on employee engagement, culture, and retention strategies.
• Talent Acquisition & Onboarding: Direct end-to-end recruitment efforts, including sourcing, screening, interviewing, selection, onboarding and orientation. Develop and maintain standardized hiring and onboarding processes. Manage employee records and maintain accurate personnel documentation while administering role-based access and permissions across multiple systems, payroll, benefits, communication, and operational platforms to ensure security, compliance, and seamless onboarding and offboarding. Align recruitment strategies with short- and long-term workforce needs.
• Employee Relations & Performance Management: Serve as the primary resource for employee relations matters, including conflict resolution, investigations, and performance concerns. Develop and administer performance management and evaluation processes. Coach and advise managers on effective performance management, disciplinary actions, documentation and employment decisions. Maintain accurate and confidential employee records.
• Compensation & Benefits: Oversee administration of compensation and benefits programs including health insurance, retirement plans, and ancillary benefits ensuring alignment with organizational philosophy and goals. Engage in periodic compensation studies as requested, prepare employee census data, and support the Compensation Committee and external consultants by preparing requested data and documentation for compensation analysis and benchmarking to support informed decision-making. Partner with leadership to communicate and implement compensation decisions. Lead benefits strategy, including plan design, renewals, and vendor management. Ensure accurate administration, reporting, and employee communication related to benefits programs.
• Retirement Plan Administration: Serve as Plan Sponsor and Plan Administrator for the organization's 401(k) program, ensuring compliance with ERISA and fulfillment of fiduciary responsibilities. Oversee plan operations, including contributions, reporting, required filings, and participant communications. Complete annual compliance testing, audits, and required regulatory reporting. Review and file annual 5500 and related tax returns for the plan. Support the internal 401(k) Investment Committee and facilitate quarterly employee education initiatives. Serve as the primary contact for employee inquiries related to the plan.
• Payroll Administration: Oversee and process payroll to ensure accuracy, timeliness and compliance. Manage payroll tax filings, reporting, and wage and hour compliance. Manage payroll records and provide payroll reporting and journal entries to accounting.
• Compliance & Risk Management: Ensure organizational compliance with all applicable federal, state, and local employment laws and regulations. Maintain and update HR policies, procedures, and the employee handbook. Lead workplace investigations and ensure proper documentation and resolution. Coordinate with legal counsel on employment matters as needed. Provide or create documentation and requested spreadsheets for annual audit and reporting requirements related to compensation, benefits, and HR practices. Administer workers' compensation program, including policy renewals, claims management and coordination with insurance carriers. Manage unemployment claims, including response preparation and documentation.
• Systems & Process Optimization: Evaluate, implement and optimize HR systems, tools, and platforms. Develop and maintain efficient HR processes and documentation standards. Identify opportunities to streamline and automate HR operations.
• Budget: Prepare and monitor budget for HR-related line items to include salaries, payroll taxes, benefits, HR training, employee relations, recruitment and others.

Knowledge, Skills & Abilities

• Strong knowledge of federal and state employment laws and HR best practices
• Demonstrated ability to build or significantly improve HR infrastructure
• Experience managing employee relations and performance management processes
• Strong interpersonal and conflict-resolution skills
• Ability to handle sensitive and confidential information with discretion
• Excellent written and verbal communication skills
• Strong organizational skills and ability to manage multiple priorities independently
• Experience processing payroll and managing benefits administration

Preferred:

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification
• Experience in nonprofit, membership-based, or destination marketing organizations
• Experience implementing HR systems or leading HR transformation initiatives

Education & Experience

Bachelor's degree in Human Resources, Business Administration, or related field required. Minimum of 7 years of progressive HR experience, including hands-on generalist responsibilities. Experience leading or building HR infrastructure strongly preferred.

Supervisory Responsibility

This position does not have direct reports. However, it is responsible for leading and overseeing all human resources functions across the organization.

Work Environment & Physical Demands

This job includes both office and remote work. Active participation in outside meetings and destination activities may be required. The role routinely uses standard office equipment and requires prolonged periods of sitting and working at a computer.

Position Type & Expected Hours of Work

Full-time position. Monday through Friday, 8:00 a.m. to 5:00 p.m. Occasional evening or weekend work may be required. Minimal travel required.

Equal Employment Opportunity

Our visitors come from all walks of life and so do we. As an equal opportunity employer, Experience Scottsdale is committed to creating a diverse environment that allows our employees to learn, develop and grow. To provide equal employment and advancement opportunities to all individuals, employment decisions at Experience Scottsdale will be based on merit, qualifications and abilities. Experience Scottsdale does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity and expression or any other characteristic protected by law.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.