Human Resources Director
LCEC, North Fort Myers, FL, United States
Job Title
Bare Minimum: Human Resources Director
Location North Fort Myers, FL
Work Hours Monday to Friday, 8:00 am – 5:00 pm
Benefits
401(k) plan with a 6% company match
IRA
Company‑funded Pension Plan
On‑site wellness/medical facility
Company‐paid short‑ and long‑term disability insurance
Health Savings Account with employer contribution
Flexible Spending Accounts
Paid time off and paid holidays
Wellness program with financial rewards
Group life insurance
Critical illness and accident insurance
Medical, vision, and dental insurance
Tuition reimbursement
Company‑wide annual incentive plan
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. The role ensures attraction, development, and retention of 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 is expected to model and reinforce the organization’s core values: Safety, Customer Service, Integrity & Respect, Working Together, Accountability, and Community Involvement.
Position Responsibilities
Advise EVP/CEO and senior leadership on workforce, 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.
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 Finance.
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 EVP/CEO and senior leadership 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.
Support Storm Restoration efforts when needed, including work during emergency storm situations and extended hours.
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
7–10 years of progressive human resources experience (Required).
5–7 years leading an HR function in a comparably sized or complex organization (Required).
5–7 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
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. Employees may be required to participate in emergency response and recovery activities related to emergencies/disasters to maintain service to 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.
Background Check A background check and drug screening will be conducted at the time a candidate is made a job offer.
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Location North Fort Myers, FL
Work Hours Monday to Friday, 8:00 am – 5:00 pm
Benefits
401(k) plan with a 6% company match
IRA
Company‑funded Pension Plan
On‑site wellness/medical facility
Company‐paid short‑ and long‑term disability insurance
Health Savings Account with employer contribution
Flexible Spending Accounts
Paid time off and paid holidays
Wellness program with financial rewards
Group life insurance
Critical illness and accident insurance
Medical, vision, and dental insurance
Tuition reimbursement
Company‑wide annual incentive plan
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. The role ensures attraction, development, and retention of 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 is expected to model and reinforce the organization’s core values: Safety, Customer Service, Integrity & Respect, Working Together, Accountability, and Community Involvement.
Position Responsibilities
Advise EVP/CEO and senior leadership on workforce, 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.
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 Finance.
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 EVP/CEO and senior leadership 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.
Support Storm Restoration efforts when needed, including work during emergency storm situations and extended hours.
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
7–10 years of progressive human resources experience (Required).
5–7 years leading an HR function in a comparably sized or complex organization (Required).
5–7 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
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. Employees may be required to participate in emergency response and recovery activities related to emergencies/disasters to maintain service to 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.
Background Check A background check and drug screening will be conducted at the time a candidate is made a job offer.
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