Director of Human Resources

ABOUT SHINOLA At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well-loved.  Our thoughtful craftsmanship, timeless design, and spirited stories inspire our customers to live well, with confidence & joy—in a style that is uniquely their own!  Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you’ll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand.

ABOUT THE ROLE

The Director of Human Resources is Shinola’s senior on-site HR leader, responsible for the people strategy and day-to-day HR operations for Shinola’s corporate, manufacturing and retail teams. Reporting to the Executive Vice President (EVP) of Human Resources for Bedrock Manufacturing Company (BMC), this role leads Shinola’s HR business partner, HR specialist and recruiting team, and partners closely with BMC shared services on compensation, benefits, talent acquisition and HR systems. As a trusted advisor to Shinola’s President and leadership team, the Director will build the programs, practices and culture that let Shinola attract, develop and keep exceptional talent. The ideal candidate is a hands-on leader and culture champion who is equally comfortable advising executives and working alongside Team Members on the factory floor or in our stores. KEY RESPONSIBILITIES Strategic HR Leadership Leadership partnership: Serve as the primary HR advisor to Shinola’s President and leadership team on organizational design, workforce planning, leadership effectiveness and change management. People strategy: Working with the EVP of HR, help set and carry out Shinola’s annual HR priorities, aligned with BMC’s people strategy and Shinola’s business goals. Metrics and budget: Track and report people metrics such as headcount, turnover, time-to-fill, engagement and labor cost, and manage Shinola’s HR budget with the EVP of HR and Finance. Operational expertise: Build efficiencies and streamline processes to make work easier for our Team Members and HR team. Change leadership: Guide the organization through growth, restructuring and other organizational changes. HR Business Partnering and Employee Relations Lead the HR business partner and HR specialist supporting Shinola’s corporate and manufacturing teams, and partner closely with the Retail HR Business Partner (dotted-line relationship) supporting Shinola stores. Oversee employee relations, investigations and conflict resolution, making sure issues are handled fairly, consistently and in line with the law. Serve as the escalation point for complex employee relations matters, partnering with the EVP of HR and legal counsel as needed. Coach leaders on performance management, team development and difficult conversations. Talent Acquisition Lead Shinola’s recruiting, including the Shinola Recruiter, across corporate, manufacturing and retail hiring, including seasonal peak hiring. Partner with BMC’s Senior Recruiter on executive and specialized searches, search firm relationships and shared recruiting tools and processes. Build a strong employer brand and a candidate experience that reflects the Shinola brand. Partner with leaders on workforce planning and succession for key roles. Compensation and Benefits Partner with BMC’s Compensation and Benefits Manager to administer Shinola’s compensation programs, including annual merit and bonus cycles, retail incentives, market benchmarking and pay equity reviews. Make sure Shinola’s benefits and wellness programs are clearly communicated and valued by Team Members, and support open enrollment and leave administration. Build a working knowledge of BMC’s compensation philosophy, benefit plans, renewals and vendor relationships in preparation for broader ownership of these programs. HR Operations, Compliance and Systems Make sure Shinola complies with federal, state and local employment laws across its multi-state manufacturing and retail footprint. Partner with BMC on HRIS, payroll and HR technology to keep data accurate and processes efficient. Maintain and update Shinola’s policies, handbook and HR processes as the organization evolves. Culture, Engagement and Development Champion Shinola’s culture and values as a visible ambassador across the organization. Build and lead programs for onboarding, performance management, learning and development, and recognition. Measure engagement and act on what Team Members say. Team Leadership and Succession Lead, develop and inspire Shinola’s HR team, including the HR business partner, HR specialist and recruiter. Take on progressively broader enterprise HR responsibilities, including compensation, benefits, talent acquisition, HR systems and executive advising, as the business evolves. Build bench strength within the Shinola HR team to support continuity and growth. EXPERIENCE AND EDUCATION Bachelor’s degree in Human Resources, Business Administration or a related field; SPHR/SHRM-SCP certification or master’s degree preferred. 12+ years of progressive HR experience, including 7+ years leading HR teams. Direct responsibility for HR business partnering, employee relations, talent acquisition and HR operations, plus working knowledge of compensation and benefits. Experience in consumer products, retail and/or manufacturing environments with multi-site, multi-state teams. Experience advising senior leaders and executives, and leading through organizational change such as growth, restructuring or integration. Strong knowledge of employment law and HR compliance. Financially minded and data-driven, able to connect people decisions to business results. Excellent communication, influence and relationship-building skills at every level of the organization. Desire and capacity to grow into a senior HR leadership role with enterprise-wide scope. Extremely detail oriented, with a reputation for highly accurate work product. Comfortable in a fast-paced, evolving environment, and able to move between strategy and hands-on work. PHYSICAL REQUIREMENTS The physical demands described here are representative of those that must be met by any Team Member to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals to perform those essential functions. While performing the duties of this job, the Team Member is required to: Use hands, fingers and arms to operate computers and other office equipment. See, talk and hear. Travel periodically to retail stores and other company locations. Occasionally move or lift up to 20 pounds. Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization. Filson and Shinola are equal opportunity employers. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated. With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.