Talent & Employee Experience Director

Overview

The Talent and Employee Experience Director provides leadership and day-to-day oversight for key Human Resources functions including recruiting, learning and development, employee relations, leave management and culture. This position partners with business leaders to support an employee experience that aligns with our culture and enhances organizational effectiveness. The Director leads assigned HR teams, strengthens related HR processes, and develops scalable programs, providing managers and employees clear guidance, responsive service, and sound support.

MFA Oil Company is an Equal Opportunity/Drug-Free Employer.

Responsibilities

• Lead the company’s recruiting strategy, processes, tools, and service standards to attract, evaluate, and hire qualified candidates across business units.
• Direct company-wide learning and development programs, including new hire, management, and compliance training, leadership development, and role-specific learning support.
• Guide the design, delivery, evaluation, and maintenance of training content, learning resources, and learning management system processes.
• Provide leadership and oversight for employee relations matters, including workplace concerns, policy interpretation, corrective action, performance management, conflict resolution, and manager coaching.
• Conduct investigations, support managers with performance improvement plans and conversations, and respond to sensitive employee matters ensuring appropriate documentation, confidentiality, and follow-through.
• Facilitate the performance management process, including system design, manager training and support, and rating and documentation oversight, continuously evaluating and improving practices to encourage effective feedback.
• Oversee leave management processes, including FMLA, disability, workers’ compensation coordination, ADA accommodations, and other leave-related programs.
• Monitor leave trends, recurring issues, and process gaps; recommend improvements that balance employee support, operational needs, and compliance obligations.
• Promote and reinforce the company’s culture and core values through HR programs, manager guidance, employee communication, leadership development, and day-to-day employment practices.
• Manage assigned employees including hiring, evaluating performance, making wage adjustments, and taking disciplinary action as appropriate.
• Plan and direct the work of assigned employees, including providing clear direction; training, developing and motivating employees; enforcing company policies and safety requirements; monitoring productivity; and resolving conflict in a timely manner. 
• Establish individual and team goals that are clear, attainable, measurable, and aligned with Human Resources and company objectives.
• Assess people, processes, systems, and service levels to identify opportunities for improvement, consistency, efficiency, and better manager and employee support.
• Prepare and present updates, recommendations, reports, and project plans to senior leadership as needed.
• Maintain awareness of employment laws, HR best practices, and operational needs that affect recruiting, learning, employee relations, and leave management.
• Regularly review company policies for alignment with current legal requirements, business needs and best practices; draft and implement policy revisions as needed.
• Ensure consistency and compliance with company policies and applicable laws in all areas of responsibility, identifying and advocating a best practice approach.
• Partner with leaders and subject matter experts to identify and understand organizational needs in the areas of recruitment, training, leave management and employee life cycle support, and engage appropriate resources to develop and implement programs and processes to effectively address those needs.
• All MFA Oil employees are expected to know and adhere to company and position specific policies and procedures.  While this job description contains the primary duties of the position, employees may be expected to perform other duties as assigned.

Job Requirements

• Bachelor’s degree in human resources, business administration, organizational development, education, management, or a related field.
• At least seven years of progressive Human Resources experience, including experience in recruiting, employee relations, learning and development, leave management, or a closely related HR function.
• At least three years of leadership experience with responsibility for supervising employees, leading projects, managing HR programs, or directing cross-functional work.
• Working knowledge of employment laws and HR compliance requirements related to hiring, employee relations, performance management, FMLA, ADA, disability, accommodations, and related leave programs.
• Strong judgment and discretion, including the ability to handle sensitive employee matters and confidential information appropriately.
• Strong verbal and written communication skills, including the ability to explain complex HR issues clearly and provide practical guidance to managers and employees.
• Strong organizational, analytical, and problem-solving skills with the ability to manage multiple priorities, projects, and employee matters at the same time.
• Ability to build effective working relationships with employees, managers, senior leaders, external vendors, and HR team members.
• Proficiency with Microsoft Office products and experience using HR systems, applicant tracking systems, learning management systems, or related technology.
• Ability to work independently, set priorities, make sound decisions, and lead through change in a fast-paced environment. 
• Ability to speak, read, write, and understand the English language to communicate accurately and effectively with customers, coworkers, and supervisors.
• Ability to meet Company requirements, including successful pre-employment background and MVR check, and drug test. 
• Legal authorization to work in the United States.

Preferred Skills

• Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience leading multiple HR functions or building shared processes across recruiting, learning, employee relations, and leave management.
• Experience with Dayforce or similar human capital management systems.
• Experience developing manager training, leadership development programs, employee relations resources, or leave-management procedures.
• Ability to translate strategy into practical processes, tools, and communication that managers can use consistently.
• Experience using HR metrics, dashboards, or reports to evaluate workload, trends, service levels, and program effectiveness.