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Human Resources Director


With over 2,000 clients and offices across the world, Market Track enables global retailers, brands, manufacturers, agencies, and brokers to analyze their advertising, promotional, and pricing intelligence initiatives. We are committed to growing our client’s competitive business intelligence through the strategic use of data, with the end goal of driving stronger brand identity, improved advertising messaging, and optimized cross-channel pricing.



The Human Resource Director (HRD) will report directly to the Vice President of Talent and Human Resources and be responsible for aligning business objectives with employees and management. The position will oversee the company’s HR Business Partners and serve as a consultant to management on human resource-related issues. The successful HRD acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with HR specialists and management, the HRD seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRD maintains an effective level of business literacy about the region’s financial position, its mid-range plans, its culture, and its competition. The HRD will also act as the corporate office HR Business Partner.


Job Responsibilities:

Human Resources Director

  • Manages all North American HR Business Partners and is responsible for the performance management and hiring of the employees within applicable areas.
  • Annually reviews and makes recommendations to executive management for improvement of the organization's policies, procedures, and practices on personnel matters.
  • Maintains knowledge of industry trends and employment legislation and ensures organization's compliance.
  • Maintains responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters.
  • Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed.
  • Leads management in the performance review, preparation, and administration of the organization's wage and salary program.
  • Coordinates or conducts exit interviews to determine reasons behind separations.
  • Consults with legal counsel as appropriate, or as directed by the VP of HR, on personnel matters.
  • Works directly with department managers to assist them in carrying out their responsibilities on personnel matters.
  • Recommends, evaluates, and participates in staff development for the organization.
  • Develops and maintains a human resource information system that meets the organization's personnel information needs.
  • Supervises the staff of the human resource department.
  • Participates on committees and special projects and seeks additional responsibilities.

HR Business Partner

  • Conducts weekly meetings with respective business units to determine needs.
  • Consults with line management, providing HR guidance when appropriate.
  • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
  • Provides day-to-day performance management guidance to line management (e.g. coaching, counseling, career development, disciplinary actions).
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Provides HR policy guidance and interpretation.
  • Initiates employment processes for new hires, promotions, and transfers.
  • Identifies training needs for business units and individual management coaching needs.
  • Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
  • Ensures proper processes and documentation for employee coaching, discipline, offboarding, and/or exit interviews as needed.
  • Identifies training needs for business units and individual executive coaching needs.
  • Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.


  • Team Management
  • Business Acumen
  • Communication
  • Consultation
  • Critical Evaluation
  • Global & Cultural Awareness
  • HR Expertise
  • Leadership & Navigation
  • Relationship Management
  • Ethical Practice



  • Bachelor's degree in Human Resources, Organizational Development, or related field; Master's degree a plus
  • Minimum 10 years of experience in multi-state human resource management with at least 5 years managing a team of HR generalists, specialists, and/or business partners
  • Working knowledge of multiple human resource disciplines, including compensation and payroll practices, benefits administration, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
  • SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) or similar certification a plus
  • Excellent project management and written & verbal communication skills
  • Proficiency in Microsoft Office


We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

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