Senior Director, Human Resources

Job Overview:

The Global Senior Director, HR serves as the strategic HR Business Partner for the Global Supply Chain organization, providing enterprise-wide people leadership and organizational effectiveness support across the end-to-end Supply Chain function in the Coffee Operating Unit.

Reporting to the SVP, HR Global Functions, with a dotted-line reporting relationship to the Chief Supply Chain Officer (CSCO), this role is a trusted strategic partner to the global Supply Chain leadership team. Working closely with the CSCO and senior leaders, the HR leader will shape and execute a forward-looking people strategy that aligns with business priorities, enhances organizational effectiveness, develops world-class leadership and talent, and builds the capabilities needed to deliver sustainable growth and operational excellence.

In addition to global functional leadership responsibilities, this position serves as the People Business Partner for the Growth & Emerging Markets (GEM) Supply Chain organization, partnering with regional leadership to align people priorities, organizational effectiveness, and workforce strategies with business objectives while ensuring consistency with global standards and governance.

The Global Senior Director, HR provides leadership and direction across organizational design, talent management, succession planning, capability development, change management, and workforce planning to ensure the organization has the talent, structure, and culture needed to achieve business goals.

• Serve as the primary HR Business Partner to the Chief Supply Chain Officer and global Supply Chain leadership team.
• Partner with executive leaders to develop and execute an integrated people strategy aligned with business objectives and long-term organizational priorities.
• Provide strategic coaching and counsel on leadership effectiveness, team performance, organizational health, and change leadership.
• Influence business decisions through data-driven people insights and workforce analytics.

• Lead global organization design initiatives across the Supply Chain function, ensuring structures, operating models, spans and layers, and decision rights support strategic objectives.
• Partner with business leaders to evaluate and optimize organizational effectiveness, workforce planning, and resource allocation.
• Define and evolve Supply Chain capability frameworks, including critical skills, competencies, and future workforce requirements.

• Own and lead the annual talent management cycle, including performance management, succession planning, talent reviews, and employee engagement processes.
• Drive senior talent placement and succession planning for key leadership roles across the Supply Chain organization.
• Ensure robust assessment processes, diverse candidate slates, and successful onboarding for senior leadership appointments.
• Build strong leadership pipelines and development strategies to support current and future business needs.

• Establish and maintain consistent people governance, policies, and leadership standards across regions.
• Provide dotted-line leadership and strategic direction to Regional Supply Chain People Directors to ensure alignment between global priorities and regional execution.
• Partner with regional HR teams to ensure compliance with local regulations while maintaining consistency in people practices globally.

• Serve as the dedicated People Business Partner for the GEM Supply Chain organization.
• Align regional workforce strategies, operating models, and organizational priorities with broader Supply Chain objectives.
• Support leadership effectiveness, employee engagement, and culture initiatives across the region.
• Guide talent, succession, and capability-building efforts for critical Supply Chain roles within GEM.
• Translate global programs and initiatives into impactful regional implementation plans and measurable outcomes.

• Sponsor and lead key global people initiatives, including leadership development, workforce planning, capability building, and employee engagement programs.
• Drive organizational change initiatives and support leaders through business transformation efforts.
• Measure program effectiveness through defined metrics and continuous improvement practices.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

• Salary Range: $183,500 - $ 270,000
• Actual placement within the compensation range may vary depending on experience, skills, and other factors
• Benefits, subject to election and eligibility:
  Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick…