Director, Human Resources

YOUR OPPORTUNITY

As the Human Resources Director, you will serve as a strategic and action-oriented HR partner to senior leaders across North America Corporate Functions. You will translate business priorities into practical people plans, enable enterprise transformation, strengthen organization effectiveness, and drive alignment between Global and North America teams. Working across the regional HR organization, you will help turn strategy into execution, building the talent, leadership, culture, and ways of working needed to support scalable business performance.

You are a dynamic, authentic, and agile HR leader known for your action-oriented approach and results-driven mindset. You think strategically but move with pace, translating priorities into tangible plans, clear ownership, and measurable outcomes. You build credibility with senior leaders and cross-functional partners by bringing clarity, follow-through, and sound judgment to complex work. You are energized by transformation, organization effectiveness, and integration, and you help teams align, collaborate, and execute with discipline.

• Strategic Business Partnership:
  Act as a trusted advisor to senior functional leaders, translating business strategy into practical people plans, clear priorities, and actions that strengthen performance, capbility, and culture.
• Enterprise & Integration Leadership:
  Lead the people aspects of cross-functional transformation, integration initiatives, and organizational change by clarifying priorities, connecting work across functions, and ensuring consistent employee experience, talent outcomes, and leadership practices.
• Operating Model Adoption:
  Translate new operating models, ways of working, and organizational structures into clear implementation plans, defined ownership, milestones, and disciplined follow-through across Corporate Functions.
• Organization Design & Workforce Planning:
  Lead organization effectiveness reviews, design recommendations, workforce planning, role architecture, and succession strategies that support business priorities while enabling agility and scalability.
• Talent & Leadership Development:
  Lead talent review, succession planning, and targeted development actions across Corporate Functions, building stronger leadership capability and succession pipelines for critical roles.
• Leadership
  
  Coaching:
  
  Strengthen leadership capability through coaching, feedback, assessment, and targeted development actions that enable leaders to build high-performing teams.
• Culture & Employee
  
  Experience:
  
  Champion engagement, belonging, wellbeing, and culture initiatives that foster accountability, collaboration, inclusion, and a high-performance environment.
• Insights & Continuous Improvement:
  Use data, insights, and feedback to identify opportunities, track progress, and drive measurable improvements in talent outcomes, employee experience, and organazional effectiveness.

• Strategic Execution:
  Thinks strategically, moves with pace, and applies sound judgment to turn priorities into practical action.
• Matrix Agility:
  Operates effectively in complex, matrixed environments, balancing enterprise perspective with pragmatic execution and stakeholder alignment.
• Change Leadership:
  Brings resilience, structure, and momentum to transformation and integration work, helping teams move from ambiguity to execution.
• Executive Presence & Influence:
  Communicates with confidence, credibility, and clarity, influencing senior leaders and shaping decisions.
• Stakeholder Credibility:
  Builds trust quickly across diverse stakeholder groups through strong relationships, business understanding, and disciplined follow-through.
• Enterprise Mindset:
  Connects priorities