• Director of Human Resources

    Wheeler Machinery Co. (Murray, UT)


    Director of Human Resources

     

    Murray, UT

     

    Job Type

     

    Full-time

    Description

    The Director of Human Resources will be responsible for overseeing all aspects of the HR function, including talent acquisition, employee engagement, organizational development, compensation and benefits, and compliance for a multi-state organization. This is a key leadership role that will drive HR strategies aligned with our business goals and support the continued growth and success of our organization.

    Duties and Responsibilities:

    + Develop and execute HR strategies aligned with ICM Solutions’ mission, vision, and long-term goals.

    + Lead end-to-end talent management processes including recruitment, onboarding, performance management, learning & development, and succession planning.

    + Foster a positive and inclusive workplace culture that attracts, retains, and motivates top talent.

    + Partner with leadership to drive organizational change, development, and employee engagement initiatives.

    + Oversee HR compliance with employment laws and regulations across jurisdictions.

    + Manage employee relations issues with a focus on resolution, legal compliance, and company values.

    + Analyze HR metrics and provide insights to support strategic decision-making.

    + Lead the development and management of competitive compensation and benefits programs.

    + Lead performance review processes and support managers in employee coaching and development.

    + Ensure compliance with federal, state, and local labor laws and regulations.

    + Oversee employee relations, conflict resolution, investigations, and disciplinary actions.

    + Support and strengthen DE&I efforts across all HR functions.

    + Coach and mentor team members to develop professional capabilities and leadership potential.

    Qualifications:

    + Bachelor's degree in Human Resources, Business Administration, or related field (Master’s or MBA preferred).

    + 8+ years of progressive HR leadership experience, including at least 3 years in a senior HR role.

    + In-depth knowledge of labor laws, HR best practices, and emerging workplace trends for the states we operate in: Arizona, California, Idaho, Nevada, and Utah.

    + Strong strategic thinking, problem-solving, and interpersonal communication, and conflict-resolution skills.

    + Demonstrated success in leading organizational development and cultural transformation initiatives.

    + Ability to handle sensitive information with discretion and maintain confidentiality.

    + Ability to manage multiple priorities in a fast-paced, growth-oriented environment.

    + HR certification is a plus.

    + Experience working with labor unions is preferred.

     

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    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

     

    The contractor will not discharge or in any other manner discriminate against employees or applicants because they haveinquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).

    Requirements

    Travel Requirements:

    + Travel to various branch locations throughout the midwest.

     

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    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

     

    The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).

    Salary Description

    $150,000 - $180,000

    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

    The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)