Director, Human Resources
Typical Base Salary Range of $130,000 to $160,000 (DOE)
Please Refer to Req #25-029
For over 100 years, we've manufactured high-quality products right here in the USA. We still operate out of our Oregon-based factory to this day, producing innovative, battle-proven optics for the world's most relentless hunters, shooters, law enforcement officers, and military personnel. Regardless of the product, whether it's a red dot or a riflescope, we design and manufacture it with one goal in mind-to ensure it performs for life.
At Leupold and Stevens we're American to the Core and passionate about what we do. Product excellence and uncompromising quality are our top priorities. We've built a collaborative, high performance culture where team players with innovative ideas and a sense of urgency thrive.
Our benefits package is amazing:
- affordable health and dental insurance
- a strong commitment to training and professional development including an internal skills development program for all manufacturing team members
- a generous tuition reimbursement program
- company contributions up to 8% of base pay into a 401K retirement account
- profit sharing
- and great product discounts (to name a few)
What You'll Be Doing as a Director, Human Resources:
Leads the design and management of staffing, compensation, reward, recognition, benefits, and wellness programs to ensure the Company's ability to attract, retain and motivate high performing team members with the skill sets necessary to support business initiatives. Manages programs to ensure that they are externally competitive, internally equitable, cost effective, and reflect best practices.
- In partnership with leadership across the organization, develops and leads the execution of company total rewards and talent acquisition strategy.
- Recommends recruitment strategy and process improvements to streamline staffing related workflow, improve candidate pipeline, and create a positive experience for prospective and new team members.
- Manages short and long term workforce planning initiatives. Partners with leadership to determine appropriate staffing levels and most effective staffing methods. Oversees recruitment processes, providing guidance and direction to staff as necessary.
- Leads the research, analysis, design, and implementation of compensation programs and policies for base pay, incentive, recognition, and sales compensation. Monitors market trends and evaluates programs' external competitiveness.
- Identifies appropriate compensation surveys, oversees participation and analysis of data. Analyzes Company's compensation position relative to market and recommends budgets and structure adjustments.
- Manages merit pay, spot award, and other recognition programs. Reviews and approves awards, tracks, and monitors spending against budget.
- Advises on organizational/job redesigns and develops new job descriptions as necessary. Develops and recommends compensation offers for new hires to hiring managers. Performs special compensation projects, management studies, and develops recommendations.
- Develops and analyzes benefit and wellness programs. Identifies current industry trends, conducts analyses, and suggests modifications as appropriate.
- Oversees the on-going administration and communication of health and wellness programs including team member enrollment, development of literature and communications, distribution of required notices, bill reconciliation, and tracking and reporting of coverage and costs. Ensures that all programs are in compliance with applicable laws and regulations.
- Oversees benefit broker, carrier, and other outside vendor relationships and activities throughout the year and during the renewal process. Partners with vendors to evaluate and monitor benefit program costs and identify new or revised plan designs to meet employee needs and manage spending.
- Partners with internal resources and vendors to develop Workday processes to automate and track compensation and benefit programs, processes, and events.
- Develops and tracks metrics and success criteria for compensation and benefit programs and activities.
- Leads, motivates, and develops direct reports within the Human Resources team.
Skills and Experience You'll Need as a Director, Human Resources:
- Bachelor's degree in Human Resources, Business or related field is required. Advanced degree in a related field preferred.
- Comprehensive knowledge of HR strategies and programs; 10-15+ years progressive human resources leadership experience, including direct experience in talent acquisition, compensation & benefit program design and management. An equivalent combination of education and experience may be considered.
- Ability to provide leadership at both the strategic and operational levels.
- Comprehensive knowledge of compensation and benefit program concepts, design alternatives and associated best practices.
- In-depth knowledge of benefits trends, program design alternatives, legislative impacts and compliance requirements.
- Significant experience with competitive analysis and benchmarking of total compensation approaches.
- Strong analytical and quantitative skills and ability to challenge the status quo.
- Ability to analyze complex situations, develop alternatives and make recommendations consistent with Company objectives.
- Exemplary written, verbal, and interpersonal communication skills.
- Excellent leadership, problem solving, time management and organizational skills.
- Ability to manage internal staff and external resources and vendors and work collaboratively across functions to achieve outcomes that support business objectives.
- Experience with implementation and use of cloud-based HR Systems such as Workday is highly desirable.
- Ability to balance employee needs and concerns with company values, goals and objectives.
Work Environment for a
Director, Human Resources:
Work takes place in a standard office environment, with occasional exposure to a manufacturing environment.
For details on positions and to apply, go to:
www.leupold.com/careers
Leupold & Stevens, Inc.
14400 NW Greenbrier Parkway
Beaverton, Oregon 97006
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A core business objective at Leupold & Stevens is to maintain a workplace in which each employee can achieve their full potential. The company was founded on the principle of giving customers and our team members 'A Square Deal'; to us, this means advocating for the employment opportunities and advancements of all individuals regardless of race, color, sex, national origin, age, religion, physical or mental disability, marital status, veteran status, sexual orientation, gender identity, or any other characteristic protected by law. We resolutely believe all aspects and privileges of employment should be determined by skills and behaviors, not personal identities.
* With our commitment to make our application process and workplace accessible for individuals with disabilities, we will provide reasonable accommodations, upon request, for an individual applicant to participate in the job application process. To request an accommodation to the application process, please send an email to HRDept@Leupold.com or call (503) 646-9171 and a Leupold & Stevens representative will contact you.
* Leupold & Stevens, Inc. is a drug free workplace. All final candidates must successfully pass a pre-employment drug screen and background check.
* Leupold & Stevens, Inc. complies with all applicable FAR & DFAR regulations.
* We hire U.S. citizens and persons lawfully authorized to work in the U.S. All new employees must complete an INS Employment Eligibility Verification Form (I-9). Positions may require a deemed export control license for compliance with applicable laws and regulations. Placement is contingent on Leupold & Stevens, Inc.'s ability to apply for and obtain an export control license on your behalf.
Leupold & Stevens
dental insurance, tuition reimbursement, 401(k), profit sharing
Feb 22, 2025