Director of Human Resources
COME GROW WITH US!
Are you looking to shape the future of workplace culture and elevate leaders to their fullest potential? At Digital Engineering, our team thrives on collaboration, innovation, and a shared mission to engineer better communities.
We’re seeking a Human Resources Director to lead initiatives in recruitment, retention, professional development, and organizational strategy. From fostering an inclusive culture to empowering employees and leaders, you’ll play a key role in driving DE’s growth and impact.
If you’re a dynamic leader passionate about building strong teams and elevating workplace excellence, this is your opportunity to make a difference!!
MINIMUM QUALIFICATIONS
Bachelor’s Degree in Human Resources, Business Administration, or related field required
Master’s Degree preferred
At least five years of human resources management experience required
SHRM-CP or SHRM-SCP highly preferred
Must have a valid driver’s license
Must be able to commute to and from all DE business offices
JOB CONCEPT
Level of Work
Advanced
Supervision Received
Direct from Digital Engineering’s Chief Executive Officer
Supervision Exercised
Functional supervision may be exercised overadministrative staff.
Location of Work
Kenner, Louisiana.
Travel
Travel to other DE offices as-needed.
JOB DESCRIPTION
The Human Resources Director will plan, direct, develop, and coordinate the organization’s policies and processes, legal compliance, and performance management process. In addition, they will also oversee recruitment and selection, employee onboarding and offboarding processes, employee engagement and retention initiatives, compensation strategy development and implementation, as well as management of DE’s training and development needs. By creating an inclusive and equitable organizational culture, the Human Resources Director will lead the organization in continuing to foster a sense of belonging and collaboration among all DE employees.
Responsibilities
Organizational Strategy
Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention
Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Serves as coach/mentor to all levels of the organization.
Functional Human Resources
Administers or oversees the administration of human resource programs including, but not limited to, compensation, HR guidelines and compliance, policies, assist in performing employee evaluations, benefits administration, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; HR technology; and training and development, payroll administration.
Plans, leads, develops, coordinates, creates and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
Developing/updating job descriptions for all employees
Compliance
Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance
Communication
Collaborates with Company Principals on all company wide communication.
Communicates effectively and timely on all aspects of Human Resources matters.
Training + Development
Developing/updating supervisor evaluation forms
Developing/updating employee self-evaluation forms
Facilities professional development, training and certification activities for employees alongside organizational and development training consultant
Project Management
Leads or collaborates on HR-related projects, ensuring that project goals, timelines, and deliverables are clearly defined and achieved.
Coordinates cross-departmental HR projects, utilizing project management tools and methodologies to enhance efficiency and accountability.
Develops HR project management processes, tracking systems, and performance metrics.
TOP reasons to work at DIGITAL ENGINEERING
Pride in the Talent and Achievements of our Incredible Staff
Challenging and Interesting Projects
Flexible Work Hours
Casual Work Environment
Fun Activities and Events through our Social Committee
Competitive Compensation and Benefits Package
Professional Development and Career Growth
Bonus Program
BENEFITS
Competitive Salary
100% Company Covered Health Care/Dental/Vision Plan available upon hire
Life Insurance paid by Company
Short-Term/Long-Term Disability paid by Company
401(k) with Company Match
Continuing Education Program
Professional Development (cover expenses for industry/community organizations)
Tuition Reimbursement
Telecommuting/Flexible Hours
Paid Mileage
Employee Recognition Program
Employee Orientation Program
ABOUT DE
Digital Engineering is an award-winning program management, water resources and transportation engineering firm dedicated to bettering communities throughout the Gulf Coast region. Headquartered in Kenner, our team has grown since our inception in 1990 with expanded office locations in Baton Rouge, Mandeville, and Waveland, Mississippi.
We are proud to have been named a New Orleans CityBusiness "Best Places to Work" for seven consecutive years. At Digital Engineering, we prioritize our employees, empowering them to excel in their respective fields, contribute to industry organizations, and make a positive impact in our communities.
We also take pride in our culture that is built on teamwork, community involvement, and the freedom to be and grow yourself both personally and professionally.
At Digital Engineering & Imaging, Inc. (“DE”), we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and employees without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, disability, sexual orientation, gender identity and/or expression, marital status, veteran service, genetic information, family or parental status, or any other status in accordance with applicable federal, state and local laws. Digital Imaging Engineering expressly prohibits any form of unlawful employee harassment based on any of the characteristics listed here. Improper interference with the ability of DE employees to perform their expected job duties is not tolerated.
Digital Engineering complies with applicable state and local laws governing non-discrimination in employment in every location in which the organization has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.