Senior Level Assistant Director of Human Resources Jobs
Senior level assistant director of human resources jobs place experienced HR professionals in charge of workforce strategy, policy development, and the teams driving organizational outcomes. Openings are concentrated in Manufacturing, Food & Beverage, and Agriculture & Farming, with a mix of on-site, remote, and hybrid settings, and employers like Hyatt, Fogo de Chao, and OmniOn Power hiring at this level now.
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About the Role
We’re looking for a Director of Human Resources who can build a strong HR team, partner effectively with operations, and turn business priorities into results. Leading an HR team across multiple sites and states, you’ll help Romark attract and develop talent, strengthen leadership accountability, and support a positive employee experience that reflects our values.
This is a hands-on role with regular interaction with senior leadership, ownership, and site management teams. You’ll need practical judgment, clear communication, and the ability to follow through as priorities evolve. Success means knowing when to make decisions independently, when to involve others, and how to move forward in a way that supports Romark’s culture, values and business direction.
Key Responsibilities
- Develop HR priorities with leadership and translate them into clear action plans, responsibilities, and measurable outcomes.
- Lead and develop site HR teams, building their capabilities and establishing clear expectations and accountability for consistent, responsive support, sound judgment, and timely follow-through across locations.
- Lead recruiting for management and other exempt roles while strengthening hourly hiring, temporary staffing partnerships, and staffing cost management.
- Help managers set clear expectations, address concerns, develop employees, and build future leaders through effective onboarding and succession planning.
- Lead employee relations and investigations, guide fair and timely decisions, and oversee compliance with employment requirements across states, working with outside counsel and other partners as needed.
- Partner with leadership on workforce planning and retention, anticipating staffing and skill needs as operations, customer requirements, and technology evolve. Use turnover and recruiting trends to address gaps.
- Help leaders communicate and implement organizational, technology, and process changes so employees understand expectations and managers are prepared to support their teams.
- Establish consistent HR standards across sites while accounting for differences in operations, state laws, and customer requirements.
- Evaluate HR recommendations based on cost, risk, staffing stability, and operational impact.
- Strengthen employee engagement, recognition, and internal communication across sites and shifts while reinforcing accountability and Romark’s values.
- Improve processes, lead the effective use of Paycom and workforce data, and oversee compensation, benefits, and HR partners in coordination with accounting and leadership.
- At least 10 years of progressive HR experience, including 5 years leading an HR team or function.
- Experience supporting multiple sites across several states and a substantial hourly workforce, ideally in logistics, warehousing, distribution, manufacturing, or a similar environment.
- Demonstrated results in recruiting, employee relations, performance management, and team development.
- A practical understanding of operations and the ability to build productive relationships with employees, site leaders, and ownership.
- Sound judgment, discretion, strong communication skills, and the confidence to make recommendations, make decisions, and deliver on commitments.
- A bachelor’s degree in human resources, business administration, or a related field, or equivalent relevant experience. SHRM-SCP or SPHR certification and Paycom experience are preferred.
This role requires 25% travel and flexibility to support operations across shifts. Romark offers competitive compensation and benefits, including health insurance, a 401(k) plan, and paid time off.
About the Role
We’re looking for a Director of Human Resources who can build a strong HR team, partner effectively with operations, and turn business priorities into results. Leading an HR team across multiple sites and states, you’ll help Romark attract and develop talent, strengthen leadership accountability, and support a positive employee experience that reflects our values.
This is a hands-on role with regular interaction with senior leadership, ownership, and site management teams. You’ll need practical judgment, clear communication, and the ability to follow through as priorities evolve. Success means knowing when to make decisions independently, when to involve others, and how to move forward in a way that supports Romark’s culture, values and business direction.
Key Responsibilities
- Develop HR priorities with leadership and translate them into clear action plans, responsibilities, and measurable outcomes.
- Lead and develop site HR teams, building their capabilities and establishing clear expectations and accountability for consistent, responsive support, sound judgment, and timely follow-through across locations.
- Lead recruiting for management and other exempt roles while strengthening hourly hiring, temporary staffing partnerships, and staffing cost management.
- Help managers set clear expectations, address concerns, develop employees, and build future leaders through effective onboarding and succession planning.
- Lead employee relations and investigations, guide fair and timely decisions, and oversee compliance with employment requirements across states, working with outside counsel and other partners as needed.
- Partner with leadership on workforce planning and retention, anticipating staffing and skill needs as operations, customer requirements, and technology evolve. Use turnover and recruiting trends to address gaps.
- Help leaders communicate and implement organizational, technology, and process changes so employees understand expectations and managers are prepared to support their teams.
- Establish consistent HR standards across sites while accounting for differences in operations, state laws, and customer requirements.
- Evaluate HR recommendations based on cost, risk, staffing stability, and operational impact.
- Strengthen employee engagement, recognition, and internal communication across sites and shifts while reinforcing accountability and Romark’s values.
- Improve processes, lead the effective use of Paycom and workforce data, and oversee compensation, benefits, and HR partners in coordination with accounting and leadership.
- At least 10 years of progressive HR experience, including 5 years leading an HR team or function.
- Experience supporting multiple sites across several states and a substantial hourly workforce, ideally in logistics, warehousing, distribution, manufacturing, or a similar environment.
- Demonstrated results in recruiting, employee relations, performance management, and team development.
- A practical understanding of operations and the ability to build productive relationships with employees, site leaders, and ownership.
- Sound judgment, discretion, strong communication skills, and the confidence to make recommendations, make decisions, and deliver on commitments.
- A bachelor’s degree in human resources, business administration, or a related field, or equivalent relevant experience. SHRM-SCP or SPHR certification and Paycom experience are preferred.
This role requires 25% travel and flexibility to support operations across shifts. Romark offers competitive compensation and benefits, including health insurance, a 401(k) plan, and paid time off.
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Senior Level Assistant Director of Human Resources Jobs: Frequently Asked Questions
How do I get a senior level assistant director of human resources job?
Employers at this level look for candidates who have led HR functions end-to-end, not just executed tasks. Demonstrating ownership of programs like talent acquisition strategy, compensation design, or labor relations gives you an edge. Experience mentoring HR staff, partnering with executives, and translating business goals into people strategy is what separates senior candidates from mid-level ones.
Which companies hire senior level assistant director of human resourcess?
Companies hiring senior level assistant director of human resourcess right now include Hyatt, Fogo de Chao, and OmniOn Power, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from large employers with complex workforce needs, including healthcare systems, universities, government agencies, and established private-sector organizations managing significant headcount.
Are there remote senior level assistant director of human resources jobs?
Yes, though availability varies by employer type and function. About 17% of senior level assistant director of human resources openings are remote or hybrid as of November 2026, with hybrid arrangements being most common at this level given the leadership and stakeholder collaboration the role requires. Fully remote roles do exist, particularly at larger or multi-location organizations.
What makes a assistant director of human resources role senior level?
Senior level roles carry meaningful ownership over HR strategy, policy, and outcomes rather than supporting someone else's direction. Expectations include leading teams or functional areas, advising senior leadership, managing complex employee relations matters, and driving initiatives like workforce planning or organizational development. Mentoring junior HR professionals and representing HR in cross-functional settings is typically part of the scope.
Which industries hire the most senior level assistant director of human resourcess?
Senior Level assistant director of human resources roles concentrate in Manufacturing, Food & Beverage, and Agriculture & Farming, based on current listings on Migrate Mate as of November 2026. These sectors tend to have large, distributed workforces and regulatory complexity that require experienced HR leadership to manage compliance, labor relations, and talent strategy at scale.