Human Resources (HR) Director Reviews

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Based on 3,340 responses, the job of Human Resources (HR) Director has received a job satisfaction rating of 4.21 out of 5. On average, Human Resources (HR) Directors are highly satisfied with their job.
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Q: What is it like working as a Human Resources (HR) Director?

January 2019
"Affluent area with many food, shopping, and entertainment choices. High cost of living."
Human Resources (HR) Director in Dallas:
Pros: low taxes
Cons: heat
October 2020
"Seasonal, you are either in season working 6 days a week or out of season working 6 days a week to help cut labor."
Human Resources (HR) Director in Ocean Springs:
Pros: Bring close to family, good education opportunities for children
Cons: Limited growth
February 2014
"HR Is Important."
Human Resources (HR) Director:
The things that affect employees in the home like compensation, benefits, etc. Are critically important and employees need to feel like the HR Director believes that they are.
February 2014
Human Resources (HR) Director:
Pros: I am constantly learning from my new supervisor. People I work with.
Cons: Lack of appreciation. Long hours and not enough pay - work / life balance. It's a tough, stressful job. Not all senior staff are working as hard. Culture of staff entitlement versus contribution.
May 2014
"Learning Never Ends!"
Human Resources (HR) Director:
Read all you can. Learn about people management skills and organizational development. Learn to be a leader in your area and do not relegate your job to solely supporting your company -- be a mover and leader in the direction it is going.
July 2014
"Need A Good Personality To Deal With People."
Human Resources (HR) Director:
This profession continues to change and evolve but you need to understand the business side to align as a strategic business partner for the human capital needs for the business to be successful.
July 2014
"Be A Guide Not A Miracle Maker."
Human Resources (HR) Director:
Strive to understand the business and industry you are in as well as you understand HR. Delegate effectively, let go and be comfortable allowing calculated mistakes so that staff can learn. Don't be a micro manager, develop your team and plan for succession for short, mediun and long term scenarios. Be an active listener. Don't take on solving employee issues, guide and coach employees to help and empower them to resolve. Don't avoid or delay difficult decisions, conversations or actions. Be honest and candid, don't sugar coat difficult feedback. It is helpful when having difficult discussion to let the indiviudal know your approach is to be honest and candid. Ask they are open to hearing feedback they might not like. Your team's productivity and effectiveness is a direct reflect of your ability to lead. Accept responsibility for their performance and focus on their development, engagement and listen.