Company Overview:

Established in 1973, Dynatech International is a Commercial and Defense supply chain company providing long term, complex procurement, engine overhaul, rotable and repair management services, manufacturing, and kitting solutions across land, air, sea, and space programs. Dynatech’s proprietary database, the Defense Logistics Management System (DLMS®), empowers us to mitigate supply chain risk, and provide quality supply chain solutions in a cost-effective manner that enhances operational readiness for over 2,000 weapons systems and platforms.

Position Overview:

The Director of Human Resources will serve as a strategic partner to the executive team, shaping and executing HR strategies that drive Dynatech’s business objectives and foster a high-performance culture. This critical leadership role will manage all aspects of human resources, including talent acquisition, workforce planning, performance management, leadership development, employee engagement, compensation, and compliance. The Director of HR will lead the development of comprehensive HR programs that not only enhance operational efficiency but also align with the company's growth strategies. This role requires a visionary leader who can translate organizational goals into innovative HR practices, while ensuring a culture of inclusivity, professional development, and continuous improvement. The Director will also provide guidance in navigating organizational change, optimizing HR processes, and maintaining compliance with employment laws and best practices.

Key Responsibilities:

Strategic HR Leadership

• Develop and implement a forward-thinking HR strategy that supports Dynatech’s short- and long-term business goals, driving organizational growth and employee engagement.
• Collaborate with senior leadership to align HR policies, workforce planning, and employee development initiatives with overall company objectives.
• Serve as a strategic advisor to the executive team on human capital management, providing data-driven insights on workforce trends, employee engagement, and talent development.
• Lead organizational design and change management efforts to ensure Dynatech remains agile and adaptable in a competitive business environment.

Talent Acquisition and Workforce Planning

• Oversee the design and execution of talent acquisition strategies that attract, recruit, and retain top talent for all levels of the organization.
• Build and maintain a strong talent pipeline to support both current and future workforce needs, ensuring that Dynatech remains competitive in the global marketplace.
• Lead workforce planning initiatives, identifying gaps in talent and proactively developing succession plans and leadership development programs.

Performance Management and Employee Development

• Design and implement performance management systems that align individual performance with corporate goals, driving a culture of accountability and continuous improvement.
• Foster a culture of learning by developing robust employee training and leadership development programs, ensuring opportunities for career growth and professional development.
• Provide coaching and mentorship to managers on performance management, employee relations, and leadership skills.

Compensation and Total Rewards

• Develop and manage comprehensive compensation and benefits programs that are competitive, cost-effective, and aligned with the company’s business objectives.
• Conduct regular market analysis to ensure Dynatech’s compensation and benefits packages remain competitive in attracting and retaining high-caliber talent.
• Oversee the administration of payroll, benefits, and employee reward programs, ensuring accuracy, compliance, and alignment with employee needs.

Employee Engagement and Culture

• Drive initiatives that foster a positive and inclusive company culture, enhancing employee engagement, satisfaction, and retention.
• Lead the development and execution of employee engagement programs, including surveys, recognition programs, and team-building activities.

Compliance and Risk Management

• Ensure compliance with all applicable labor laws, regulations, and employment standards, minimizing legal risks and maintaining ethical standards in HR practices.
• Lead the development and implementation of HR policies, ensuring they are up-to-date, compliant, and aligned with industry best practices.
• Oversee employee relations and resolve complex HR issues, providing guidance on employee disputes, disciplinary actions, and terminations in accordance with company policies.

Organizational Development and Continuous Improvement

• Continuously evaluate and enhance HR processes to improve efficiency, employee experience, and overall workforce productivity.
• Lead initiatives aimed at enhancing workforce effectiveness, including the adoption of new HR technologies, processes, and systems.
• Analyze key HR metrics such as turnover rates, workforce efficiency, and compensation costs to inform strategic decision-making and drive continuous improvement in HR operations.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree or MBA preferred).
• Minimum of 7+ years of progressive HR experience, with at least 3 years in a senior leadership role.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred.
• Proven expertise in designing and implementing HR strategies that drive organizational growth and employee engagement.
• Extensive knowledge of labor laws, compliance regulations, and best practices in human resources.
• Strong leadership capabilities, with a demonstrated ability to lead cross-functional teams, influence senior leadership, and drive organizational change.
• Exceptional interpersonal, communication, and conflict resolution skills, with the ability to manage complex employee relations matters.

Competencies:

• Leadership and Influence: Ability to inspire and lead a high-performing HR team, while also influencing senior leadership and organizational direction.
• Strategic Thinking: Capacity to think long-term and align HR initiatives with broader business goals, ensuring the company is well-positioned for future success.
• Analytical Mindset: Strong data analysis skills, with the ability to interpret HR metrics and translate them into actionable strategies.
• Change Management: Expertise in managing organizational change, guiding teams through transitions, and fostering resilience in a dynamic work environment.
• Ethical Integrity: Commitment to maintaining high ethical standards in all aspects of HR management, ensuring fairness, transparency, and confidentiality.