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Resource Director Jobs in Ohio (NOW HIRING)

ITW Food Equipment Group

HR Director

Troy, OH

The Warewash Division of the Food Equipment Group is seeking a Division Human Resource Director for the on-site office in Troy, OH, located about 20 minutes north of Dayton. This division produces ...

UHS

HUMAN RESOURCES DIRECTOR

Willoughby, OH · On-site

Responsibilities Human Resource Director It takes passion and dedication to meet the behavioral health needs of our community. For over 100 years, Windsor Laurelwood Center for Behavioral Medicine ...

UHS

HUMAN RESOURCES DIRECTOR

Willoughby, OH · On-site

Responsibilities Human Resource Director It takes passion and dedication to meet the behavioral health needs of our community. For over 100 years, Windsor Laurelwood Center for Behavioral Medicine ...

Ridgeview

Human Resources Director

Middle Point, OH

$60K - $70K/yr

Human Resources Director Job Location: Middle Point, OH Company Name: Ridgeview Organization Name: Ridgeview Behavioral Hospital About Us: At Ridgeview Behavioral Hospital, we are committed to ...

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Resource Director information

What is a resource director?

Resource Directors are professionals responsible for overseeing the allocation, management, and optimization of an organization's resources, such as personnel, finances, equipment, or materials. Their main goal is to ensure that resources are used efficiently to meet project or organizational objectives. Resource Directors often collaborate with various departments to balance workloads, forecast future resource needs, and resolve conflicts over resource allocation. They play a vital role in strategic planning and operational success within companies, especially in industries like healthcare, education, and project-driven businesses.

How does a resource director balance competing demands from different departments while ensuring optimal resource allocation?

Resource Directors often face the challenge of managing requests from multiple departments with limited resources. They use strategic planning, prioritization frameworks, and regular cross-departmental meetings to understand project needs and timelines. Collaboration and effective communication are key, as is maintaining transparency about resource availability and constraints. This role requires both strong negotiation skills and the ability to adapt plans quickly as organizational priorities evolve.

What are the key skills and qualifications needed to thrive as a resource director, and why are they important?

To thrive as a Resource Director, you need strong organizational, strategic planning, and leadership skills, typically supported by a degree in business administration, management, or a related field. Familiarity with resource management software, budgeting tools, and project management systems like Microsoft Project or Smartsheet is commonly required. Outstanding communication, negotiation, and problem-solving abilities help a Resource Director effectively allocate resources and manage stakeholder expectations. These skills ensure optimal utilization of resources, efficient project delivery, and alignment with organizational goals.

What is the difference between Resource Director vs Resource Manager?

AspectResource DirectorResource Manager
CredentialsTypically requires a bachelor's degree in business, management, or related field; certifications like PMP or PMI-ACP are commonSimilar credentials as Resource Director, often with project management certifications
Work EnvironmentStrategic planning, overseeing multiple projects or departments, high-level decision makingManaging specific projects or teams, operational focus, day-to-day resource allocation
Employer & Industry UsageUsed in large organizations across industries like IT, construction, and healthcareCommon in organizations of all sizes, especially in project-driven industries
Search & Comparison IntentUnderstanding strategic resource planning and leadership rolesManaging resources for specific projects or teams

The Resource Director focuses on strategic oversight and high-level resource planning across departments, while the Resource Manager handles day-to-day resource allocation within projects. Both roles require similar credentials but differ in scope and responsibilities.

Do you need a degree to be a resource director?

A resource director typically does not require a specific degree, but many employers prefer candidates with a bachelor's degree in business, management, or a related field. Relevant experience, leadership skills, and knowledge of resource management tools are often more important than formal education for this role.

What are the most commonly searched types of Resource jobs in Ohio?

The most popular types of Resource jobs in Ohio are:

What are popular job titles related to Resource Director jobs in Ohio?

For Resource Director jobs in Ohio, the most frequently searched job titles are:

What job categories do people searching Resource Director jobs in Ohio look for?

The top searched job categories for Resource Director jobs in Ohio are:

What cities in Ohio are hiring for Resource Director jobs?

Cities in Ohio with the most Resource Director job openings:

Resource Director jobs near you
Infographic showing various Resource Director job openings in Ohio as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 12% Part Time, 2% Temporary, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution.

Human Resource Director

Extera Building Solutions

Walton Hills, OH • On-site

Full-time

Medical, Dental, Life, Retirement

Re-posted 18 days ago

Job description

SUMMARY OF POSITION / POSITION OVERVIEW

The Human Resources Director is responsible for leading the full spectrum of human resources functions across the organization and its subsidiary companies. This role serves as a trusted advisor and strategic partner to senior leadership, driving alignment between people, culture, and business strategy. The HR Director oversees all aspects of talent management, organizational design, total rewards, employee relations, compliance, and HR operations, ensuring consistent standards across all locations and supporting scalable growth.

This role requires a strategic yet hands-on leader who combines vision and execution—balancing enterprise transformation with day-to-day operational excellence to build a high-performing, compliant, and engaged workforce.

JOB DUTIES / TASKS

People Strategy & Governance

  • Advise Leadership on people strategy and organizational design, act as a sounding board to functional leadership.
  • Lead a practical HR transformation.
  • Maintain enterprise HR governance and ensure consistent application of practices across locations/divisions.
  • Participate in initiatives to align workforce plans with demand; set staffing and recruitment levels, succession, and career-ladder objectives.
  • Consult with subsidiary companies' HR team on feasibility and implementation of enterprise HR initiatives; provide strategic direction and ensure effective roll-through.
  • Set support objectives for location HR; foster cross-location knowledge sharing.
  • Partner with Leadership on IDP (Individual Development Plans) reviews, objective setting for key managers, and salary review cycles.
  • Identify, recommend, and develop new approaches/policies that improve HR efficiency and service delivery.
  • Participate in HR staff meetings and other business meetings; maintain awareness of HR trends (benefits, compensation, performance) and provide guidance.

Culture, Engagement & Leadership Development

  • Shape a culture of safety, inclusion, and performance that aligns with Extera’s mission, values, and business objectives.
  • Drive engagement strategy and action planning; run annual engagement or eNPS surveys, analyze results, and define holding company and subsidiary objectives.
  • Build leadership capability via coaching, 360s/Cloverleaf, DISC, competency frameworks, calibration sessions, and development plans.
  • Promote succession at all levels; lead annual talent reviews and performance review calibrations.
  • Develop and administer local training; own division/location training objectives and budgets; ensure managers/employees complete development plans.
  • Lead communications that reinforce culture—own town halls, focus groups, newsletters, and consistent messaging across sites.

Talent Acquisition & Onboarding

  • Manage recruitment to support business needs; prepare position & person profiles; review resumes and create candidate pools.
  • Develop structured interview & selection processes; lead final selection for key roles as appropriate.
  • Create offer recommendations; manage hiring process.
  • Orchestrate onboarding for Extera staff and newly acquired entities.
  • Oversee talent acquisition at the subsidiary companies to ensure alignment with annual organizational hiring goals.

Total Rewards, Performance & Compensation

  • Manage the performance evaluation and compensation review process (goal setting, mid-year/annual reviews, calibration cycles).
  • Administer annual merit, promotions, and off-cycle adjustments; ensure pay equity and policy adherence.
  • Support subsidiary Leadership on salary reviews for direct reports.

Benefits Strategy & Administration

  • Support development, review, and implementation of the company benefits program.
  • Administer medical, dental, life, HRA, EAP, and leave of absence; act as a liaison between team members and carriers/ TPAs to resolve issues.
  • Manage benefits guides and benefits team member communication; partner with brokers on renewals and plan design; manage 401(k) touchpoints with recordkeeper.

HR Operations, Systems & Analytics

  • Manage all HR systems (Clear Company, Prism, Foundation, Workday HCM), ensuring data integrity, system optimization, and integration accuracy.
  • Administer HR plans and procedures for all team members; standardize processes across all locations.
  • Lead HRMS (Clear Co + Prism) workflows and design to ensure data integrity and functionality
  • Manage implementation of HRMS workflows (UAT, data integrity, manager feeds, e-signature, etc.) to acquired companies.
  • Conduct reporting and analytics; consolidate results and make recommendations based on data
  • Produce HR scorecards and various reports to support corporate and board reporting/lenders/SBA packages; use metrics to present change opportunities to drive meaningful change.
  • Lead HR technology roadmap development, integration, and automation initiatives to reduce manual processes.
  • Act as project manager for new HR tech implementations, coordinating across IT, Operations, Payroll, and Finance.

Employee Relations, Compliance & Risk Management

  • Lead investigations into complex employee relations cases; mediate conflicts and ensure fairness, consistency, and legal compliance.
  • Advise leadership on disciplinary actions, performance management, separations, and corrective action planning.
  • Conduct exit interviews and ensure offboarding, payroll, and benefits transitions are handled smoothly.
  • Ensure compliance with federal, state, and local employment laws, including EEO, wage/hour, union, and safety regulations.
  • Support whistleblower program implementation and oversee ethics investigations and reporting.

Safety, Workers’ Compensation

· Partner with Safety on injury investigations, OSHA logs, WC claim management, and light-duty; align with location safety teams.

M&A Diligence & Integration

· Lead HR diligence, Day 1 readiness, and post-close integration (structures, handbooks, systems, comp/benefits alignment, change management)

· Maintain integration trackers, diligence trackers,

  • Lead management and cultural integration initiatives across acquisitions and new business units.

Team Leadership & Collaboration

  • Supervise HR and Safety team; assign and prioritize tasks; provide mentorship and professional development.
  • Foster strong working relationships with business leadership and team members to improve culture, retention, and productivity.
  • Participate in project teams and cross-functional initiatives

ORGANIZATIONAL RELATIONSHIP / SCOPE

The Human Resources Director serves as a key member of the senior leadership team and a strategic partner to the Chief People Officer, supporting the execution of enterprise-wide people strategies that align with Extera’s business objectives and culture.

This role collaborates extensively with functional leaders across Operations, Finance, Safety, IT, and Legal to ensure alignment and consistency of HR practices across all Extera companies. The Director maintains strong partnerships with subsidiary leadership teams to support organizational design, workforce planning, and talent initiatives.

Externally, the HR Director works closely with benefits brokers, third-party administrators (TPAs), HR technology vendors, and regulatory agencies to ensure compliance, optimize service delivery, and support ongoing HR transformation initiatives.

This position has direct supervisory responsibility for members of the HR and Safety teams and provides functional oversight, guidance, and mentorship to HR staff across Extera’s portfolio of companies.