HR Director

Position Summary

The Human Resources Director serves as the senior HR leader for Zip Xpress and affiliated companies, providing strategic direction and operational oversight across all human resource functions. This role supports routine administrative functions within the HR department, while also partnering with executive leadership to align people strategies with business objectives while fostering a culture of accountability, development, safety, engagement, and exceptional service.

Responsibilities include

leading the design, governance, and continuous improvement of core HR programs, including compliance, payroll, benefits, talent acquisition, retention, employee relations, policy development, organizational development, and workforce planning.

Key Responsibilities

Compliance Ensure the organization’s compliance with local, state, federal regulations, and employment laws. (Including but not limited to ADA, EEO, FMLA, and FLSA compliance) Payroll Support payroll administration, ensuring accuracy, compliance, efficiency, and alignment with organizational objectives.

Benefits

Maintain and enhance employee benefits programs, including compensation, health insurance, PTO, expense reimbursement, and any other applicable areas. Manage all leaves including: FMLA, Short-Term Disability, bereavement, and unpaid leaves of absence Recruiting In support of company people leaders, manage the company staffing effort, which may include interviewing, hiring, evaluating candidates' qualifications, drafting/assisting with job descriptions, performing pay analyses, and providing guidance/input to best attract top level talent Retention Design and implement employee retention strategies while overseeing employee disciplinary meetings, terminations, and investigations.

Lead employee relations strategy by advising leaders on complex workplace issues, overseeing investigations and corrective action processes, strengthening retention practices, and ensuring decisions are consistent, compliant, fair, and aligned with company values. HR Staff & Functional Management Provide support, guidance, and mentorship to staff, use performance management tools to provide guidance and constructive feedback to the team members.

Maintain knowledge of trends, best practices, regulatory changes, and new advancements in human resources systems as they are applicable to our organization. Personnel Policy Develop, implement, and help to support company personnel policies and procedures. Transportation Workforce Support Partner with operations leadership to support DOT-regulated workforce requirements, FMCSA-related employment practices, workforce planning initiatives, and safety-focused employee programs.

Organization People Development Develop and implement the processes and systems to assess individual performance and develop / implement the required training to continuously evolve the organization’s talent. Assist and coach leadership team on performance and salary reviews. Strategy Develop and implement HR strategies and initiatives aligned with the overall business strategy.

Culture Champion a culture of respect, accountability, service, safety, innovation, and continuous improvement while supporting employee engagement initiatives and events across all affiliated companies. Perform other duties as assigned and/or requested Required Qualifications 5 - 8+ years of experience in Human Resource Management with progressive advancement in responsibilities and a proven record 3 - 5+ years of leadership experience Ability to effectively manage teams and build relationships at all levels of the company Exceptional communication and people skills Ability to manage confidential matters with discretion and professionalism Strong problem-solving and conflict resolution skills Bachelor's degree in human resources or related field In-depth knowledge of labor law and HR best practices Familiarity with HRIS platforms and practical experience working within the systems Preferred Qualifications SHRM-CP certification Experience in the trucking and transportation and/or warehousing industry Experience with ADP payroll systems Knowledge of DOT and FMCSA rules and regulations preferred Key Competencies Human Resource Stewardship – Demonstrates accountability for maintaining accurate personnel records and protecting the integrity of personal data and information.

Systems Thinker – Sees the organization as an interconnected ecosystem — understands how changes in one area (structure, culture, policy, leadership) ripple across the entire system. Attention to Detail – Consistently delivers accurate work while maintaining an elevated level of precision and quality. Critical Thinking – Evaluates complex situations, weighs risks, and makes decisions grounded in evidence, context, and organizational priorities — especially when issues are ambiguous or politically sensitive.

Collaborative Team Player – Builds positive relationships across departments and contributes to shared organizational objectives. Adaptable and Continuous Learner – Embraces change, improves processes, and stays current with industry standards and best practices. Professional and Trustworthy – Demonstrates integrity, confidentiality, and professionalism in all interactions.

Business Acumen

• Understands financial drivers, operational realities, workforce costs, and organizational performance metrics. Ownership Mindset – Takes responsibility for assigned tasks and follows issues through to completion. Physical Requirements Ability to work at a computer for extended periods. Frequent use of computers, calculators, and office technology. Ability to occasionally work additional hours during month-end, audits etc. Work Environment This position operates in a professional office setting and requires collaboration across the entire organization. Reporting Relationship This role directly reports to the President Disclaimer This job description indicates in general the nature and levels of work, knowledge, skills, abilities, and other essential functions (as covered under the Americans with Disabilities Act) expected of an incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of an incumbent. An incumbent may be asked to perform other duties as required. We are proud to be an Equal Opportunity Employer making decisions without regard to race, color, religion, sex, sexual orientation, gender, gender identity, national origin, age, disability, genetic information, citizenship, marital status, height or weight, veteran status, or any other legally protected category.