Description

Director of Human Resources
Job Category: Human Resources
Requisition Number: DIREC001100
February 17, 2026
Full Time
~' '~to~' '~Ardmore, OK 73401, USA

How to Apply

The Christopher Group will assess and screen all candidates for this opportunity. If you are interested, please contact Morgan Booker directly at morgan@tcgco.com to be considered.

The Role
Responsible for providing leadership and oversight for the planning, development, implementation, administration and compliance of human resource functions and services.

Leading the organization

• Serving as a member of the Leadership Team, work with fellow members to advance the mission and strategy. Establishing and executing strategy, connecting strategy to results and fostering collaboration across teams and departments. Define and set short-and long-term goals. Inspire and align teams around shared goals and values.
• Serving on the Leadership and Strategic Action Teams, contributing to policy development, processes, business process mapping, budget cycles and collaborative negotiation for and allocation of resources.
• Ensuring efficient and effective business operations. Implement systems and processes that support scalability and quality. Drive continuous improvement and innovation.
• Leading and driving change initiatives effectively by setting clear goals, developing and executing plans and monitoring progress. Guide teams through communicating the vision and value, addressing concerns and promoting a culture of agility and resilience.
• Building strong relationships with key stakeholders. Represent the organization externally.
• Provide communication to the governing body as requested by the President.

Leading others

• Planning for budgeting and staffing to ensure effective resource management. Model and ensure compliance with organizational policies, procedures and workplace safety.
• Guiding and supporting individual and team performance and development. Defining clear expectations to support and align individual, team and organizational goals.
• Building trust among team members through effective communication and relationships. Cultivating a culture of productivity and efficiency through intentional practices that foster growth, accountability and execution.

Overseeing HR operations

• Evaluating and developing recruitment and retention strategies based on current and future needs of the Institute. Auditing recruitment and employment activities for compliance with federal and state statutes, regulatory agencies and case law. Developing appropriate reports to capture data for trend analysis and affirmative action analysis.
• Developing and maintaining a salary and benefit administration program that defines the total compensation philosophy and meets the recruitment and retention goals. Monitoring the employee benefit programs and related vendors for appropriate scope and levels of coverage, cost-effectiveness and service. Managing vendors or other business partners/consultants relationships.
• Providing direction and oversight for employee training and development activities to meet the needs of the general employee population and needs of managers and supervisors. Planning, developing and presenting training curriculum or obtaining outside consultants to assist in meeting requirements as specified by statutes, regulations, or prudent business judgement.
• Establishing and maintaining an employee performance and development system which outlines goals and performance expectations and promotes interaction between employees and supervisors.

Ensuring governance and compliance

• Maintaining organizational compliance through defining both individual and group behaviors. Developing policies and procedures and effectively communicating throughout the organization. Taking appropriate action to ensure the applicable laws and Institute policies are followed.
• Integrating HR compliance with the overall business strategy and risk tolerance. Maintaining required documentation as dictated by law or prudent business judgment. Overseeing immigration activities and reporting.
• Expediting issues of concern related to employee relations, appeals, legal issues or like matters, and making appropriate reports and recommendations to the President.

Administering benefit plans

• Recommending plan design, amendments and implementing appropriate changes. Researching and maintaining proficiency in statutory requirements and related changes in the law regarding the IRS, DOL, ERISA and HIPAA.
• Coordinating employee communications and education regarding plan provisions.
• Planning and conducting periodic and required reviews with plan vendors and consultants. Coordinating internal activities related to the plans. Serving as a permanent member of the Retirement Plans Committee.

Managing HR administration

• Developing and maintaining necessary internal HR policies and practices to maximize the efficiency of the department. Safeguarding employees' private information and monitoring/controlling dissemination of confidential and sensitive information.
• Organizing and maintaining necessary record and document creation in written and electronic form. Ensuring easy location and retrieval and meeting all legal specifications for form, content and confidentiality. Developing appropriate policies, procedures and guidelines and communicating to the employee population.

Fostering employee relations

• Promoting an employee culture to achieve the goals of the Institute and maintaining a level of job satisfaction among employees. Monitoring the overall work atmosphere.
• Developing relationships with managers and employees conducive to open discussions of employee issues. Pursuing, validating and rectifying issues of concern. Maintaining appropriate documentation and ensuring confidentiality.
• Maintaining appropriate procedures for dealing with issues of significant concern or legal ramifications. Communicating and demonstrating a position of advocacy for the employee and employer.

Guiding hospitality and event function

• Providing leadership, strategic and operational planning for hospitality and event operations.
• Working closely with the team to ensure appropriate planning of events, resources and aligning processes. Helping ensure smooth operations and timely and efficient customer services are provided to employees and guests.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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