Director of Human Resources (48199)

Reports To: Chief Executive Officer (CEO) 

Direct Reports: HR Generalist 

Key Partnerships: VP of Finance, Executive Leadership Team

Overview: 

This is a high-impact role for an experienced HR professional who thrives in a visible, accessible leadership position and is passionate about employee engagement, retention, and organizational development. The Director of People & Culture will balance strategic planning with day-to-day workforce support, ensuring HR practices are compliant, effective, and people centered.

Reporting directly to the CEO, this role is an integral part of the executive leadership team. To be successful in this role, you will cultivate employee communication, foster positive change, and be a leading ambassador of the Durango Coca-Cola culture.

Teamwork: 

Our company is a dynamic, ever-changing environment that requires flexibility and a team-based attitude.

• Good communication and people skills are essential, as is the ability to lead by example and maintain a proactive, solution-focused mindset
• Actively listen to all employees’ needs and concerns responding with thoughtful, respectful solutions that balance employee and business needs
• Manage conflicts and/or misunderstandings with diplomacy and emotional regulation
• Represent the company’s values and culture through every interaction using clear, consistent communication and documentation

Director of People & Culture Key Attributes 

• Identifies potential risks and provides thoughtful assessment to ensure responsible and informed decision-making
• Communicates difficult messages with clarity and empathy while adapting messaging for different audiences (board/ownership, managers, workforce)
• Demonstrates Self-awareness and is approachable and trustworthy
• Responds calmly during stressful situations and helps to build trust across the organization
• Demonstrates neutral facilitation during conflict management utilizing de-escalation techniques effectively
• Balances empathy with policy enforcement

Core Responsibilities 

Strategic Leadership & Culture 

• Partner with the CEO and leadership team to develop and execute HR strategies that support business goals and long-term growth
• Champion a culture of transparency, trust, accountability, and respect across all levels of the organization
• Serve as a trusted advisor to leadership on employee relations, organizational design, and workforce planning

Employee Experience & Retention 

• Design and implement employee engagement and retention programs tailored to a distribution workforce
• Participate, recommend and review employee benefit programs including but not limited to Health Insurance, Dental, Wellness, and Time off programs
• Oversee employee relations matters, providing fair, consistent, and timely resolution
• Monitor workforce trends, turnover data, compensation structures and engagement feedback to recommend improvements
• Recommend goals for organizational development such as retention, compensation comparisons, and overtime. Use metrics and data to inform, update and benchmark against company goals.

Talent Management, Onboarding, Training & Offboarding 

• Responsible for workforce and leadership development
• Oversee recruitment, hiring, onboarding, and offboarding processes to ensure consistent and positive employee experience
• Develop onboarding programs that effectively integrate new hires into the company culture and operations
• Help design and oversee training curriculum for departments
• Develop and maintain career paths and talent development
• Ensure clear communication and training of company benefits
• Lead exit processes, analyze feedback, and identify opportunities for organizational improvement

HR Operations & Compliance 

• Ensure compliance with federal, state, and local employment laws and regulations
• Oversee HR policies, procedures, and documentation, keeping them current and aligned with company values
• Partner closely with the VP of Finance on compensation, benefits, payroll coordination, and budgeting
• Supervise and mentor the Part-Time HR Generalist, ensuring operational excellence and development
• Oversee, maintain and train on HRIS system capabilities and have a continuous improvement mindset

Legal Guidance: 

• Manage legal risk related to employee affairs
• Provide risk assessment and recommendations on personnel matters
• Conduct personnel investigations
• Develop and maintain relationships with legal counsel
• Have oversight of legal claims responding to inquiries such as unemployment, work comp, etc.

Safety 

• Fosters the safety aspect of our company culture
• Ensure compliance with all company safety policies and procedures
• Support the Safety Committee and promote the safety culture with employees and leadership

Communication & Availability 

• Act as a readily available HR resource for employees at all levels
• Communicate HR initiatives, policy updates, and changes clearly and transparently
• Support leadership and frontline managers with coaching, training, and HR guidance
• Strong business acumen with the ability to collaborate cross-functionally
• Comfortable working in a lean HR environment and rolling up sleeves as needed
• Monday-Friday onsite. However, additional or alternative days/times may be occasionally needed, depending on business needs.
• Monitor safety metrics to build strong safety communication across all employees
• Participate in Workers Comp program and maintain OSHA records

Qualifications

• HR Certification – SPHR or SHRM-SCP
• Bachelor's degree in human resources, Organizational Leadership, Business Administration, or related field (master's degree preferred).
• 5-7 years of progressive HR experience, including leadership responsibility
• Experience in distribution, manufacturing, logistics, or similarly fast-paced environments preferred
• Strong knowledge of employment law, employee relations, and HR best practices
• Proven ability to operate at both strategic and tactical levels
• Exceptional interpersonal, communication, and relationship-building skills

Note: No posting can contain a fully comprehensive listing of activities, duties, or responsibilities that are required in this role. Durango Coca-Cola Bottling Company offers a dynamic, ever-changing environment requiring flexibility and a willing, team-based attitude. Some duties, responsibilities, and activities may change at any time, with or without notice.

To ensure the safety of our employees, our customers, and our products, Durango Coca-Cola Bottling Company offers a drug-free workplace. Employees are subject to pre-employment/post-offer, post-accident, and random drug testing.

AA/EOE