Director of Human Resources

Description

Summary

The Director of Human Resources leads Dark Horse Comics' HR function, including payroll, benefits, compliance, recruitment, employee and labor relations, training, and policy. Reporting to the Head of Finance and Administration, this role manages a small HR team, serves as the company's day-to-day point of contact with the union, and ensures the organization operates in compliance with company policy and federal, state, and local law.

Why This Role
You'll work directly with the Head of Finance and Administration as a trusted partner, not a policy enforcer on the sidelines. Your work will touch every part of the organization, from how managers lead to how employees experience their day-to-day work. For an HR leader who wants their work to matter, this is a chance to do real good and make your mark.

Primary Responsibilities

Function Leadership & Decision Authority

• Maintains a positive and engaging work environment for HR and the workforce at large. Engages positively with employees and owns the relationship between HR and the workforce in collaboration with Leadership.
• Ideates solutions for HR related issues, bringing them to the Head of Finance and Administration for alignment, collaboration, and approval. Likewise, takes direction on decisions already made, supporting implementation and rollout to the organization.
• Consults with legal counsel as appropriate, or as directed by the Head of Finance and Administration, on employment matters.
• Participates and /or coordinates executive, management, and company staff meetings.

Employee Relations

• Manages employee relations matters, including workplace investigations, performance concerns, corrective action, and separations, engaging the Head of Finance and Administration and legal counsel on complex situations.
• Conducts or oversees workplace investigations with thorough, objective documentation, and ensures outcomes are applied consistently across the organization.
• Coaches managers on performance management, documentation, and difficult conversations for both represented and non-represented employees.
• Tracks employee relations trends and brings recommendations to leadership to address root causes.

Labor Relations

• Serves as the company's day-to-day point of contact with the union and administers the collective bargaining agreement, guiding managers on consistent application of its terms.
• Manages grievances and participates in bargaining preparation and sessions, including research, proposal development, and costing, in coordination with outside counsel and leadership.
• Ensures HR policies and communications align with the CBA and the NLRA, including information requests and bargaining obligations, and supports counsel on NLRB and arbitration matters.

Workforce Communications

• Serves as the voice of the organization for workforce communications, drafting and sending company-wide messages with leadership approval, including new hire and departure announcements and compliance, safety, legal, and union updates.

Compliance, Confidentiality & Policy

• Maintains strict confidentiality and trust in relation to employee records, employee information, and company information.
• Annually reviews and makes recommendations to the Head of Finance and Administration for improvement of the organization's policies, procedures, and practices that are HR related.
• Monitors employment legislation and industry trends and ensures organizational compliance with federal, state, and local employment law.

Payroll, Benefits & Audit

• Approves, reviews, and ensures accuracy of the bi-weekly payroll and reports.
• Reviews and ensures accuracy of quarterly and annual reporting for payroll taxes.
• Manages all employee benefits and programs, partnering with Finance to secure cost-effective, employee-focused options.
• Prepares and manages annual audit processes for payroll, employee benefits, and compliance requirements. Respond to requests for reports from accounting, auditors, legal, etc.
• Conducts compensation analysis, including market benchmarking and internal equity reviews, and brings recommendations to the Head of Finance and Administration.
• Maintains the company's salary ranges and supports consistent, pay-equity-compliant pay decisions for new hires, promotions, and adjustments, in alignment with the collective bargaining agreement for represented positions.

HRIS, Data & Reporting

• Acts as the primary stakeholder of the company's HRIS system. Maintains the system to meet the company's day-to-day needs and long-term goals.
• Leads the performance management process using the company's HRIS system.
• When possible, utilizes data to make informed decisions.
• Directs the preparation and maintenance of HR reports as necessary to carry out the functions of the department. Prepares periodic reports for management as needed.

Talent: Recruitment, Onboarding, Training & Team Development

• Leads and mentors a team of HR professionals (payroll and administrative staff), fostering professional development and growth within the HR department. Ensure effective delegation and optimize team performance. Create a collaborative, high-performance HR culture.
• Evaluates and coordinates training programs for the Dark Horse workforce, with a focus on elevating the overall culture and ensuring compliance with state, federal and local laws. Administer compliance training, utilizing an outside 3rd-party online training vendor.
• Establishes and maintains current job descriptions for all positions in the company.
• Leads recruitment and onboarding through the HRIS, from job postings and screening through reference checks, new hire orientation, and manager onboarding support.
• Coordinates or conducts exit interviews to determine the reasons behind separations.

Service & Vendor Management

• Provides guidance and troubleshooting to employees and managers on HR, payroll, and policy questions.
• May select and supervise Human Resources consultants, attorneys, and training specialists to coordinate the use of insurance brokers, insurance carriers, 401(k) administrators, and other outside resources of this kind.

Additional Responsibilities

• Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data
• May represent the organization at employment-related hearings and investigations.
• Plans and executes all company staff parties or functions.
• Any other duties that may be assigned.

Requirements

What You’ll Bring

Required

• BS/BA in Business, Human Resources, or a related field, or equivalent work experience.
• Minimum of ten years of progressive Human Resources experience, including at least three years in an HR leadership role.
• Minimum of three years of labor relations experience in a unionized workforce, including grievance administration, contract interpretation, and supporting collective bargaining.
• Minimum of three years managing complex employee relations matters, including workplace investigations, performance management, corrective action, and separations.
• Demonstrated ability to advise executive leadership as a trusted HR resource.
• Hands-on experience overseeing payroll and benefits administration, including payroll tax reporting and audit preparation.
• Working knowledge of federal and state employment and labor law, including NLRA, FLSA, FMLA, ADA, and Oregon wage-and-hour and leave requirements.
• Excellent written and verbal communication skills, with the ability to build trust with leadership, managers, and represented employees.
• Strong organizational skills and the ability to manage competing priorities.
• Proficiency with HRIS platforms (Paylocity strongly preferred), Google Workspace, macOS, and Zoom.

Preferred

• PHR/SPHR or SHRM-CP/SCP certification.
• Experience partnering with outside labor counsel on NLRB charges, unfair labor practice proceedings, or arbitrations.
• Experience with CWA, IATSE, or comparable union contracts in a media, entertainment, or publishing environment.
• Specialized training in employment law, compensation, organizational development, employee relations, or safety.

Compensation & Benefits

Salary: $110,000 per year

Benefits include:

• Medical, dental, and vision insurance
• Life and AD&D insurance
• Employee Assistance Program (EAP)
• 401(k) retirement plan with company match
• Paid vacation and sick time
• Paid holidays, plus two floating holidays per year