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Assistant Director of Human Resources at Crestoperations

Crestoperations · Pineville, United States Of America · On-site

AWS

Microsoft Excel

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Description

Come join our team at Crest Operations!

With companies located across the United States, Crest Industries is committed to bringing together the best people and the right resources to meet today’s challenges and deliver the innovations of tomorrow. With significant recent growth and company acquisitions, Crest more than ever is a catalyst for change, using a little grit and a lot of determination to drive a forward movement for our customers and our employees.

Position Summary

The Assistant Director of Human Resources (HR) Operations supports the execution and continuous improvement of HR operational functions including Compliance, Benefits, Compensation, Payroll, and HR Systems for Crest Industries. This role partners closely with the Director of HR Operations to ensure effective implementation of HR strategies, maintain legal compliance, and deliver high-quality HR services that support business objectives and organizational growth.

The Assistant Director plays a key role in managing day-to-day operations, leading projects, and developing team members while contributing to strategic initiatives across the HR function.

Competencies

Ensures Accountability, Manages Ambiguity, Business Insight, Collaborates, Courage, Financial Acumen, Planning, Resourcefulness, Drives Results, Demonstrates Self Awareness, Situational Adaptability, Balances Stakeholders

Responsibilities

Compliance

· Supports the development and implementation of HR policies, procedures, and best practices aligned with company objectives.

· Partners with HR leadership and Legal to ensure compliance with federal, state, and local regulations (ADA, FLSA, FMLA, ACA, etc.).

· Assists in managing employee relations issues including investigations, disciplinary actions, and policy interpretation.

· Monitors regulatory changes and helps implement necessary updates to policies and practices.

· Supports maintenance of employee handbooks and ensures consistent communication of policy updates.

· Assists in preparing and maintaining required HR compliance reporting.

Employee Rewards

· Supports administration and continuous improvement of compensation and benefits programs.

· Analyzes compensation data and assists in benchmarking and market competitiveness reviews.

· Assists in managing vendor relationships for benefits programs (health, retirement, disability, etc.).

· Supports annual benefits open enrollment processes.

· Helps evaluate programs to ensure alignment with business goals and budget guidelines.

HR Systems & Payroll

· Supports HR systems optimization, including implementation, upgrades, and process improvements.

· Ensures data accuracy and integrity across HR platforms.

· Partners with HR and IT teams to improve system utilization and reporting capabilities.

· Helps streamline workflows and improve user experience for managers and employees.

Leadership & Operations

· Supervises and develops team members within HR operations (Comp/Benefits, Payroll, HR Systems as assigned).

· Leads cross-functional HR projects and supports enterprise-wide initiatives.

· Acts as a key liaison between HR Operations and business units.

· Provides reporting, analytics, and insights to support decision-making.

· Supports execution of strategic HR initiatives defined by the Director of HR Operations.

Requirements

· 3–7 years of progressive experience in HR operations, including exposure to compensation, benefits, compliance, or HR systems.

· Bachelor’s degree in Human Resources, Business, or related field required.

· Working knowledge of employment laws and HR best practices.

· Experience supporting or leading HR projects and initiatives.

· Strong analytical and problem-solving skills (Excel proficiency preferred).

· Experience with HRIS systems and payroll processes.

· Demonstrated ability to coach, collaborate, and influence across teams.

· Strong organizational skills with the ability to manage multiple priorities.

Additional Information

We know how difficult it is to manage change and solve problems. Continuous improvement is hard work. Founded in 1958, we’ve seen our share of struggles. We’ve failed. We’ve learned and we’ve adapted. We will continue to grow and evolve to meet our customers’ ever-changing needs.  To do this, there are three forces that we leverage that will not change: Our Solid Foundation, Innovation, and The Right People.  When we bring these three forces together, we get a forward movement. Our logo reflects our respect for the past and our legacy but also supports where our industries are going.

THE RIGHT PEOPLE
We hire people who share our values and we put the right people in the right seats, with the skill sets that fit our customers’ challenges and we work hard to develop our people. Our people come to work because it feels like home, no matter where they are from. We place each other above egos because, at Crest, our coworkers are like your family. And like family, we believe in honest and clear communication so that the path towards our customers’ success is a united effort.



Crest Operations is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.

Crest Operations is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request information regarding reasonable accommodation, contact your Human Resource Business Partner.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Crest Operations 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)

Part of the CREST INDUSTRIES family of companies.
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