Human Resources Director


HUMAN RESOURCES DIRECTOR (Landscape Industry) Wauconda, IL?




The main objectives of the Human Resources Director position are to oversee the human resources team and their core areas of responsibility: talent acquisition and retention, compensation, benefits, oversight of the HRIS, employee orientation, training and employee development, performance management, culture and employee relations, safety, and health and wellness. Report to the VP of HR. Assist and advise senior management on Human Resources issues. The Human Resources Director will also maintain a positive image for Acres in the field and in the industry. Any experience in the Landscape industry would be tremendously helpful.



  • Select, develop, evaluate and lead a team of HR professionals with the goal of earning a high level of credibility as an effective and responsive internal consulting group. Foster a workplace environment consistent with the values and mission outlined by Company leadership.

  • Organizational planning for structure, job design/career pathing, and manpower forecasting, address succession planning, and establish wage and salary structure, pay policies, performance appraisal and recognition programs, job description maintenance, employee benefit programs and services.

  • Develop and continuously improve staffing strategies, implementation plans and programs to identify talent within and outside the Company for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the Company.? Establish standard recruiting and placement practices and procedures.?

  • Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high levels of employee morale, engagement and retention.

  • Manage employee communication and feedback through such avenues as scheduled meetings, suggestion programs, newsletters, employee satisfaction surveys, employee focus groups, and one-on-one meetings. Oversee the administration of the annual employee satisfaction and engagement survey and coordinate the creation and execution of follow-up action plans. Coordinate or conduct exit interviews to determine reasons behind separation.

  • Maintain responsibility for compliance with all federal, state and local laws pertaining to HR matters. Identify legal requirements and government reporting regulations affecting HR functions (e.g., OSHA, DOT, EEO, ERISA, DOL, and Wage & Hour). Direct, approve and oversee compliance processes and systems monitoring Company exposure and adjusting as needed.

  • Complete the annual EEO-1 report in conjunction with the Talent Acquisition Manager.

  • Work directly with department managers to assist them in carrying out their responsibilities involving HR matters.

  • Formulate and recommend HR policies and objectives for the Company. Assure policies are documented and maintained in employee handbook and other appropriate sources.? Effectively communicate changes in HR policies and procedures assuring proper compliance is followed.

  • Establish, oversee and continually improve company risk management and safety and health programs including oversight of large claims.

  • Recommend, evaluate and participate in training and development programs that address Company needs.

  • Maintain a human resource information system that meets the Company?s personnel information needs.

  • Conduct periodic audits of HR activity to assure compliance with laws, policies and procedures.

  • Assist the VP of HR in developing and overseeing the HR department budget.

  • Select and coordinate use of Human Resources consultants, insurance brokers, insurance carriers, 401(k) administrators, training specialists, and other outside sources.

  • Prepare periodic reports to top management, and keep senior management informed of significant problems that jeopardize the achievement of business objectives. Assure appropriate recordkeeping systems are in place for personnel transactions, benefit plans, safety and health, EEO, etc.

  • Participate on committees and special projects as needed.

  • Evaluate reports, decisions and department results in relation to established goals. Recommend new approaches, policies, and procedures to effect continuous improvement in department efficiency, and effectiveness.

  • Maintain knowledge of industry trends. Assess the competitiveness of programs and practices against our competition.?

  • Update job knowledge by participating in conferences and educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations.




  • High energy level, comfortable performing multifaceted projects in conjunction with day-to-day activities.

  • Superior interpersonal abilities. Ability to get along with diverse personalities, tactful, mature, flexible.

  • Excellent reasoning abilities and communication skills; sound judgment; resourceful and well organized.

  • Participative management style?advocate of team concept.

  • Ability to establish credibility and be decisive?but is able to recognize and support the Company?s preferences and priorities.

  • Results and people oriented, with sound judgment?ability to balance various business considerations. Service oriented, but assertive/persuasive.

  • Leadership and mentoring experience very valuable.



  • Bachelor's degree or equivalent in Human Resources.

  • Generalist background with broad knowledge of recruiting, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills. Strong management skills?principles and people. Experienced working with more than two divisions/companies.

  • From eight (8) to ten (10) years' experience gained through increasingly responsible management positions within Human Resources.

  • Any knowledge or experience in the landscape industry is tremendously helpful

  • Bilingual English and Spanish is a bonus.

  • For consideration please email your resume to; greatjobsare@acresgroup.com

Don't Be Fooled

The fraudster will send a check to the victim who has accepted a job. The check can be for multiple reasons such as signing bonus, supplies, etc. The victim will be instructed to deposit the check and use the money for any of these reasons and then instructed to send the remaining funds to the fraudster. The check will bounce and the victim is left responsible.

More Jobs

Human Resources Director
Prospect Heights, IL OfficeTeam
Human Resources Director
Chicago, IL HNTB Corporation
Executive Director, Human Resources
Chicago, IL KPMG
DCC PROPANE - Director of Human Resources
Roberts, IL Hicksgas
Director of Human Resources
Chicago, IL Gelber Group