Human Resources Director

Human Resources

4980 Bayline Drive, North Fort Myers, Florida

879-376

Full-Time/Regular

JOB TITLE: Human Resources Director

Location: North Fort Myers, FL

Work Hours: M-F 8:00am - 5:00pm

Our benefits include:

• Company-wide annual incentive plan
• Medical, vision and dental insurance
• 401(k) plan with a generous 6% company match
• IRA
• Company funded Pension Plan
• On-site wellness/medical facility
• Company paid Short & Long-Term Disability insurance
• Health Savings Account with an employer contribution
• Flexible Spending Accounts
• Paid time off and paid holidays
• Wellness program with financial rewards
• Tuition reimbursement
• Group life insurance
• Critical Illness and Accident Insurance

LCEC provides reliable, cost-competitive electricity to more than 250,000 members throughout a five-county service territory located in Southwest Florida. We employ approximately 475 skilled employees and are one of more than 900 electric distribution cooperatives located throughout the United States. LCEC has been recognized locally and statewide as an industry leader and continually receives acknowledgment for the work that our employees do in the community along with other civic, environmental and professional honors.

Position Summary: The Director of Human Resources serves as the chief human resources executive for the organization, providing enterprise-wide strategic leadership for workforce, labor, culture, and organizational effectiveness. This role ensures the organization attracts, develops, and retains a highly skilled, safety-focused, and resilient workforce capable of supporting reliable service delivery, regulatory compliance, emergency response, and long-term business performance. The Director partners directly with the CEO, executive leadership, and the Board of Directors on human capital strategy, succession planning, labor relations, executive compensation philosophy, and organizational risk. The role leads all HR functions and serves as the authoritative voice on workforce implications for operational, financial, and regulatory decisions.

Values & Leadership Expectations: The Director of Human Resources is expected to model and reinforce the organization's core values: Safety, Customer Service, Integrity & Respect, Working Together, Accountability, and Community Involvement.

Position Responsibilities

Executive Leadership & Strategic Partnership:

• Advise the EVP/CEO and Senior Leadership Team on workforce, organizational, compensation, benefits, and leadership matters impacting business performance.
• Provide data driven analysis, judgment, and recommendations to support executive decision making.
• Contribute to enterprise strategy with a focus on workforce capability, leadership continuity, and long-term organizational sustainability.
• Appropriately challenge leadership decisions when needed to ensure fairness, consistency, and fiscal discipline.

Compensation & Benefits (Primary Accountability):

• Lead the design, governance, and administration of compensation, and benefits programs to ensure market competitiveness, internal equity, compliance, and financial sustainability.
• Oversee job architecture, job evaluation, pay structures, and incentive programs.
• Serve as fiduciary leader for employee benefits and retirement programs, including vendor oversight and cost management.
• Partner with Finance on compensation modeling, benefits forecasting, and workforce cost planning.
• Payroll processing is not a responsibility of this role and is administered by the Finance function.

Human Resources Operations:

• Lead core HR functions, including talent acquisition, employee and labor relations, compensation and benefits, HRIS and workforce analytics, wellness programs, and regulatory compliance.
• Establish and maintain HR policies and practices aligned with organizational values, legal requirements, and business priorities.
• Ensure consistent and fair application of HR policies across the organization.

Workforce Planning & Performance Accountability:

• Lead enterprise workforce planning and organizational design aligned with operational and financial needs.
• Partner with leaders to reinforce role clarity, productivity expectations, and accountability for results.
• Strengthen performance management practices, including managing underperformance.
• Utilize workforce and HR analytics to identify trends, risks, and improvement opportunities.

Succession Planning & Leadership Continuity:

• Lead enterprise-wide succession planning for executive, senior leadership, and mission critical roles.
• Partner with the EVP/CEO and Senior Leadership Team to identify high potential talent, assess readiness, and mitigate leadership risk.
• Integrate succession planning with workforce planning and leadership development efforts.

Labor Relations:

• Maintain constructive labor management relationships.
• Lead negotiation, interpretation, and administration of collective bargaining agreements.
• Advise leadership on labor considerations and contract administration.

HR Team Leadership:

• Lead, develop, and coach the Human Resources team.
• Build internal HR capability, leadership depth, and succession readiness within the HR function.
• Promote professionalism, collaboration, and continuous improvement.

Additional Responsibilities:

• Maintain effective working relationships with employees and customers at all levels within LCEC. Ensure smooth operations, productive communications, and effective understanding during all interpersonal contacts. Provide current and accurate information to all requesters, courteously and in a timely manner.
• Support Storm Restoration efforts when needed. Work in emergency storm situations (i.e. hurricanes) and work long hours (>12 hours per day) for many continuous days/weeks as needed.
• Perform other related duties as assigned.

Education

• Bachelor's Degree in Human Resources, Business Administration, Organizational Psychology, or related field. (Required)
• Master's Degree in Human Resources, Business Administration, or related field. (Preferred)

Experience

• 7+ to 10 Years of progressive human resources experience. (Required)
• 5+ to 7 Years leading an HR function in a comparably sized or complex organization. (Required)
• 5+ to 7 Years of people leadership experience. (Required)
• Demonstrated experience leading compensation and benefits programs. (Required)
• Demonstrated experience with succession planning or leadership development initiatives. (Required)
• Experience in a utility, manufacturing, or regulated environment. (Preferred)
• Experience working with a unionized workforce. (Preferred)
• Experience partnering closely with Finance. (Preferred)

Knowledge, Skills, and Abilities

• Proven ability to operate as a strategic business partner to senior leadership. (Required)

Certifications

SPHR, SHRM SCP, or equivalent certification. (Preferred)

Physical Demands and Working Environment: The physical demands and working environment characteristics described here must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Physical Demands: Standing Occasionally,
  Walking Occasionally,
  Sitting Constantly,
  Lifting Rarely,
  Carrying Rarely,
  Pushing Rarely,
  Pulling Rarely,
  Climbing Rarely,
  Balancing Rarely,
  Stooping Rarely,
  Kneeling Rarely,
  Crouching Rarely,
  Crawling Rarely,
  Reaching Rarely,
  Handling Occasionally,
  Grasping Occasionally,
  Feeling Rarely,
  Talking Constantly,
  Hearing Constantly,
  Repetitive Motions Frequently,
  Eye/Hand/Foot Coordination Frequently.

• Working Environment: Constantly Air-conditioned office environment, Rarely Extreme cold, Rarely Extreme heat, Rarely Humidity, Rarely Wet, Occasionally Noise, Rarely Hazards, Rarely Temperature Change, Rarely Atmospheric Conditions, Rarely Vibration.

STORM DUTY REQUIREMENTS.... Responding to storms may be considered a condition of employment: LCEC provides critical services to our community during an emergency. Employees may be required to participate in the response/recovery activities related to emergencies/disasters to maintain service to our LCEC members. Employees are required to work in their normal job duties or other assigned activities. Proper compensation will be made in accordance with the company's guidelines and procedures.

Please note that at the time a candidate is made a job offer, the candidate will be subject to a background check and a drug screening.