Director of Human Capital & Recruiting
Job Location:
De Pere, WI - USA
Monthly Salary:
Posted:
Application Deadline:
Vacancies:
Job Summary
Director of Human Capital & Recruiting
JOB DESCRIPTION
Position:Director of Human Capital & Recruiting
Position Status:Full Time Salary- Exempt
Reports To:Chief Financial Officer
Location:Onsite - De Pere WI
About FyterTech:
Are you ready to join an organization where you can make a significant daily impact An organization where you will be a major contributor to the growth and strength of our organization Where you will be contributing to the betterment of the environment and our communities Then FyterTech is the place for you to make your next and best career move.
FyterTech Nonwovens is a market-leading materials manufacturer of nonwoven high-tech products that are used in a variety of settings. Applications include cleaning up the spills one could expect to see in hospitals laboratories oil spills and grocery stores just to name a few. As a market leader in our industry we are looking for someone with a competitive edge to help drive a can-do collaborative culture.
Position Summary:
FyterTech is seeking an experienced Director of Human Capital & Recruiting to recruit develop and support a high-performing team in the greater Green Bay WI area. You will identify and recruit world-class talent build and scale our Human Capital systems and processes and serve as a key member of the leadership team responsible for the employee lifecycle from onboarding through exit. As the Director of Human Capital and Recruiting you will lead and develop the HR team and the Safety Manager while partnering with site and corporate leadership to ensure talent culture employee engagement compliance and safety initiatives are aligned with the companys strategic priorities and business objectives.
As a key member of the site leadership team youll partner with executive and site leaders to strengthen company culture improve performance develop talent and support ambitious hiring goals. The ideal candidate is strategic and hands-on with strong recruiting HR operations talent development and interpersonal skills.
Success in this fast-paced environment requires adaptability problem-solving accountability and the ability to translate business priorities into impactful people initiatives.
Principal Duties and Responsibilities:
Human Capital Strategy & Leadership
- Lead the HR Team and the Safety Manager
- Partner with executive and site leaders to align Human Capital strategies with business goals.
- Advise leaders on workforce planning organizational structure employee relations performance engagement and talent.
- Build scalable HR systems and processes to support growth.
- Leverage workforce data and HR metrics to anticipate needs and drive decisions.
- Foster a consistent culture of clear expectations and follow-through.
Recruiting & Talent Acquisition
- Lead and continuously improve recruiting strategies for hourly professional technical and leadership roles.
- Develop innovative sourcing strategies and strong talent pipelines through schools community partners recruiting networks and professional organizations.
- Partner with hiring managers to define requirements selection criteria interview processes and hiring timelines.
Benefits & Employee Programs
- Lead administration communication and continuous improvement of employee benefits programs.
- Partner with brokers and vendors to evaluate plan performance costs competitiveness and employee value.
- Educate employees on benefits and lead an effective annual open enrollment process.
- Monitor benefit trends and recommend program improvements based on employee needs and business priorities.
- Ensure benefits are administered consistently and comply with applicable laws and regulations.
Safety & Workplace Culture
- Lead the Safety effort and work with site leadership to build a proactive safety-first culture.
- Reinforce safety as a shared responsibility through training communication engagement and accountability.
- Address unsafe behaviors and safety concerns promptly and consistently.
- Support incident follow-up corrective actions return-to-work processes and employee communication.
- Integrate safety into onboarding training performance management leadership development and daily operations.
Coaching Performance & Accountability
- Establish consistent approaches to coaching performance management and corrective action.
- Coach leaders on clear timely constructive feedback and effective difficult conversations.
- Ensure performance expectations and actions are clearly communicated documented fair and consistent.
- Promote ongoing performance discussions accountability conflict resolution and employee engagement.
Training & Development
- Lead a comprehensive training and development strategy for employees and leaders.
- Identify skill gaps and establish training priorities with department leaders.
- Strengthen onboarding to ensure employees understand culture expectations safety policies and responsibilities.
- Develop leadership career development succession cross-training and internal mobility programs.
- Establish leadership training focused on communication coaching accountability safety and employee relations.
Employee Handbook & Policy Management
- Lead the development review communication and administration of the Employee Handbook and Human Capital policies.
- Ensure policies are current practical legally compliant and aligned with company culture and business needs.
- Identify and address policy gaps inconsistencies and outdated practices.
- Partner with leadership and legal counsel on policy development and revisions.
- Ensure policies are clearly communicated consistently applied and supported by appropriate documentation and accountability.
Employee Relations & Engagement
- Serve as a trusted resource for employees and leaders on workplace concerns conflict performance conduct and employee relations.
- Lead or oversee employee investigations and ensure issues are addressed fairly and consistently.
- Drive engagement communication recognition and retention initiatives.
- Analyze turnover absenteeism and employee feedback to identify trends and address root causes.
Compliance & Risk Management
- Ensure compliance with federal state and local employment laws and regulations.
- Partner with leadership and legal counsel to manage compliance and minimize risk.
- Maintain required employment practices records postings and documentation.
- Monitor regulatory changes and proactively update policies and processes.
HR Operations & Continuous Improvement
- Evaluate and improve Human Capital processes for efficiency consistency and employee experience.
- Standardized processes while maintaining flexibility for business needs.
- Leverage HR technology automation HRIS and data to streamline operations and improve decisions.
- Develop workforce dashboards and reporting to provide actionable leadership insights.
Knowledge Skills and Abilities Required:
- Bachelors degree in Human Resources Business Administration or related field; SHRM-CP/SCP PHR or SPHR preferred.
- 1015 years of progressive HR experience preferably in manufacturing and multi-site environments.
- Proficient in ADP/UKG and Excel with strong analytical and quantitative skills.
- Strong knowledge of employment laws HR compliance and best practices.
- Proven ability to lead change build a performance-driven culture and develop/coaching leaders and teams.
- Exceptional business acumen communication relationship-building and interpersonal skills.
- Strategic hands-on leader with strong delegation problem-solving listening and decision-making abilities.
- Passionate about talent acquisition employee development and building high-performing teams.
- Highly curious disciplined adaptable ethical and action-oriented with a strong sense of urgency and accountability.
- Able to quickly understand business priorities and translate complex information into clear actionable solutions at all organizational levels.
- Committed to continuous learning growth and delivering measurable results.
What Does Success Look Like:
Success means building a proactive consistent Human Capital function that supports both people and business performance. This includes:
- Building strong talent pipelines and improving hiring quality speed and candidate experience.
- Developing leaders in coaching communication performance management and accountability.
- Establishing consistent standards for performance attendance conduct safety and workplace behavior.
- Strengthening training employee development engagement and retention.
- Ensuring policies benefits and HR programs are current effective and consistently administered.
- Partnering with Safety and leadership to reinforce safe behaviors and accountability.
- Proactively addressing employee relations issues and providing actionable workforce insights.
- Building scalable Human Capital systems that support growth.
- Creating a culture where performance is recognized development is expected safety is non-negotiable and accountability is embraced at every level.
Required Experience:
Director
About Company
FyterTech Nonwovens is your one stop resource for spill recovery and prevention products.
