Director, Human Resources

Position Purpose Section

The Director of Human Resources is a strategic and hands-on leader responsible for translating people strategy into consistent, effective HR practices that support business performance, team member experience, and organizational growth. This role leads day-to-day HR operations, including employee relations, talent acquisition, talent management, compliance, talent planning, total rewards, payroll processing and HR process improvement. Partnering closely with field and corporate leadership, the Director strengthens leadership capability, drives accountability for people-related outcomes, and develops the HR team. The role uses data, technology, and responsible innovation to simplify processes and improve how HR supports the business.  

Essential Job Functions Section

Responsibilities

The incumbent must be able to perform all the following duties and responsibilities with or without reasonable accommodation.

• This is a hybrid role with 2 to 3 office days in Woodbury, Minnesota. 
• Provides counsel to managers and team members regarding human resources policies, programs and procedures to ensure compliance and support with company guidelines, employment law, and company culture. 
• Builds and executes an inclusive approach to talent management focused on talent planning, skills assessment, development, performance management, career/succession planning, talent mobility, and retention.  Assist team members throughout their talent cycle. 
• Coaches managers on compensation decisions, including new hires, internal transfers, market adjustments, promotions, pay equity, and alignment with established compensation structures and labor expectations. 
• Partners with field and corporate leadership to align workforce planning, organizational effectiveness, talent acquisition, retention, and leadership capability with business priorities; provides constructive challenge and practical recommendations. 
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs. 
• Leads complex employee relations matters, including investigations, disputes, corrective action, performance concerns, and risk mitigation, ensuring consistent decisions, sound documentation, and appropriate escalation. 
• Uses HRIS data and workforce metrics, including turnover, retention, engagement, staffing, and performance trends, to identify opportunities, recommend actions, and measure results. 
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance. 
• Maintains knowledge of HR trends, employment law, and emerging technologies, including artificial intelligence (AI); evaluates opportunities to improve HR service delivery while supporting approved policies, data privacy, accuracy, fairness, and appropriate human oversight. 
• Develops and coordinates practical HR training and manager resources in partnership with store operations, store support, and leadership to build capability and support consistent execution. 
• Facilitates performance review, goal planning and merit review cycle strategy, planning and execution. 
• Leads, coaches, and develops HR staff, establishing clear priorities, ownership, performance expectations, and development opportunities. 
• Leads daily HR operations and establishes service standards, priorities, and accountability for timely, consistent support across locations. 
• Partners with Finance and Operations on compensation governance, workforce decisions, internal equity, and responsible labor management. 
• Leads HR process improvement, standardization, and appropriate use of HR technology, automation, and AI-enabled tools to reduce manual work and improve team member and manager experiences. 
• Supports organizational change through communication, manager readiness, training, adoption, and feedback mechanisms; measures the effectiveness of changes. 
• Oversees payroll operations to ensure accurate, timely, and compliant processing of team member compensation, including payroll controls, tax and regulatory compliance, reporting, and continuous process improvement. 
• Manages the workers’ compensation program, including claims management, coordination with insurance carriers and third-party administrators, return-to-work planning, and compliance with applicable state and federal regulations, while promoting workplace safety and effective claim resolution. 
• Performs other duties as required. 

To perform the job successfully, an individual must demonstrate the following competencies. 

• Drives Vision and Purpose: Painting a compelling picture of the vision and strategy that motivates others to action. 
• Drives Engagement: Creating a climate where people are motivated to do their best to help the organization achieve its objectives.? 
• Business Insight: Applying knowledge of business operations and workforce dynamics to advance organizational goals. 
• Instill Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity. 
• Builds Effective Teams: Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals. 
• Develops Talent: Developing people to meet both their career goals and the organization’s goals.? 
• Plans and Aligns: Planning and prioritizing work to meet commitments aligned with organizational goals?. 

Qualifications 

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience; master’s degree preferred. 
• Seven or more years of progressive human resources experience, including at least three years in an HR leadership role, required. Experience supporting multi-location, multi-state retail, service, or similarly complex workforces strongly preferred. 
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. 
• Demonstrated experience with complex employee relations, employment compliance, talent planning, organizational change, and influencing business leaders. 
• Strong analytical skills and demonstrated ability to use HR systems, workforce data, and emerging technology responsibly to improve decisions and processes. 

Physical Demands 

• Must be able to work around pet hair and dander. 

Nature of Supervision 

• This position has three direct reports.  

Work Environment 

• Operates in a standard office environment. The majority of job duties are performed while seated indoors with little or no exposure to hazards.  

Program and Benefits Section

Full-time team members enjoy the following:

Programs and benefit eligibility will vary based on average hours worked and length of service.

• Medical, dental, and vision insurance
• Health Savings Account (HSA)/ Flexible Spending Account (FSA) – medical and dependent care
• $25K life insurance policy (employer paid)
• Short and Long-term disability (employer paid)
• Greatly discounted, employer-subsidized pet insurance
• PTO (paid time off) – 2 weeks in first year, 3 weeks in second year
• Paid Parental Leave and Paw-Ternity (paid Pet Adoption bonding time)
• 401(k) Program – employer match at a rate of 0.25% for each 1% contribution, up to 6%. Must be 21 or older.  
• Employee Assistance Program/ 24X7 – completely confidential
• Generous discounts on goods and services
• Team Member Feeder Program - eligible for two units (bags or cases of cans) of the participating vendors product/s each month
• Store Bonus Incentive Program
• Growth opportunities! Be sure to ask about our Store Manager In Training and Groomer Apprenticeship programs

$120,000-$148,000 Annually DOE/DOQ

Subject to change depending on State/City/County minimums.

IPP is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or team member based on any legally recognized basis, including but not limited to: race, color, national origin or ancestry, religion, sex (including pregnancy, lactation, childbirth or related medical conditions) gender identity or expression, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, sexual orientation, age (40 or over), or any other status protected by federal, state, or local law.