Human Resources Director

About the Company

Nadel is an international specialist in high-impact branded merchandise, with roots going back to 1953. The company brings together experts who manage the full journey of branded merchandise, from concept and sourcing through production and delivery. It has built a strong reputation for quality work in targeted advertising, merchandising, and marketing, supported by an extensive vendor network that helps bring client ideas to life. Headquartered in Los Angeles, Nadel operates across North America, Europe, Asia-Pacific, and other regions, and places a strong emphasis on environmentally responsible business practices.

Role Overview

Nadel is hiring a strategic, highly involved Human Resources Director to own and run key HR operations, with particular emphasis on recruiting, employee benefits, compensation, payroll support, and HR systems. The position is expected to work closely with the VP of Organizational Development and requires a leader who can build trust, influence stakeholders, and support managers through organizational change.

This role is central to improving organizational effectiveness by strengthening cross-functional relationships, guiding change efforts, and making sure HR programs stay aligned with business priorities. The right candidate will bring broad experience in employee relations, compliance, compensation, benefits, payroll oversight, HR technology, talent acquisition, and change management, along with a proven ability to develop strong working relationships.

Key Responsibilities

• Work in close partnership with the VP of Organizational Development to shape and deliver people strategies that support company goals.
• Act as a dependable advisor to executives, managers, and team members on workforce, organizational, and leadership matters.
• Develop strong connections across the business to encourage collaboration, trust, and practical problem-solving.
• Spot workforce patterns and suggest proactive actions that help the company meet its objectives.
• Handle complex employee relations situations and serve as a go-to HR contact.
• Investigate issues related to performance, conduct, policy, and workplace concerns, and provide clear recommendations.
• Coach leaders on difficult conversations, performance improvement, and conflict resolution.
• Find the right balance between employee support and business needs while maintaining fairness, consistency, and compliance with the law.
• Own talent acquisition strategy and work with leaders to attract, develop, and retain strong talent.
• Partner with hiring managers to understand team needs and align recruiting efforts with growth plans.
• Help improve recruiting workflows and initiatives that strengthen the candidate experience.
• Review workforce data and trends to support better planning and decision-making.
• Oversee administration of employee benefits, including medical, dental, vision, 401(k), and leave programs.
• Lead open enrollment planning, communication, and execution.
• Serve as the main escalation point for complicated benefits questions and issues.
• Collaborate with brokers and vendors to review and improve benefits offerings.
• Ensure benefits practices comply with relevant regulations such as ACA, COBRA, and FMLA.
• Support payroll and HR data audits to maintain accuracy and comply with wage and hour laws.
• Lead compensation reporting and workforce reporting through the HRIS to inform leadership decisions.
• Oversee HRIS performance, data quality, reporting, and system improvements.
• Maintain compliance with federal, state, and local employment laws and rules.
• Track legal and regulatory changes and recommend updates to policies and practices as needed.
• Lead HR audits, compliance reporting, and related initiatives.
• Keep employee handbooks, policies, and procedures current and effective.
• Work with leadership to identify and reduce organizational risk.

Qualifications

• A bachelor’s degree in Human Resources, Business Administration, or a related field is preferred, though not mandatory.
• At least 7–10+ years of progressive HR experience, including work at the level of HR Business Partner, Senior HR Manager, Director, or a comparable role.
• Proven ability to work with leaders and shape decisions across different levels of an organization.
• Strong relationship management skills, including the ability to earn trust and influence stakeholders at all levels.
• Experience supporting or leading change management efforts.
• Good working knowledge of compensation, benefits, payroll, and HRIS processes.
• Strong business judgment and the ability to turn business needs into practical HR solutions.
• Experience managing complex employee relations matters.
• Excellent communication, coaching, and problem-solving ability.
• Strong analytical thinking and organizational skills.
• PHR or SHRM-CP certification is an advantage but not a requirement.
• Experience in a fast-moving, client-focused, or agency-style environment.
• Background supporting multi-state or global organizations.

Additional Information

The role is based in Culver City, California, and is in-office only.

Compensation for this position is $120,000 to $150,000 per year.

This is a full-time position.

No vacancy count, application deadline, start date, or benefits/perks were specified beyond the responsibilities and compensation details above.