Senior Human Resources Director - Forged Products

Proven to Perform.
From the edges of space to the bottoms of ocean, our materials are proven to perform -- and so is our team. We're hiring high performers as proven as our products. Join us.

ATI is a global producer of high-performance materials and solutions for the aerospace and defense markets, with
emerging opportunities in specialty energy. Built on a foundation of materials science and advanced process
technologies, ATI is a focused, market-driven enterprise serving the world's most demanding applications. In 2025, ATI generated approximately $4.6 billion in revenue, with aerospace and defense representing 68% of sales.

When you need materials to go further and faster, in the most extreme conditions, ATI is proven to perform.

The Sr. Director, Human Resources - Forged Products is the senior HR business partner to the President of Forged Products (FP) and a critical member of the FP Senior Leadership Team. Forged Products is a multi-site, unionized
manufacturing business with approximately 1,700 employees across seven sites and three countries, supported by
world-class forging, thermomechanical processing and advanced manufacturing capabilities.

This leader will shape and execute the people strategy required to deliver safe, reliable, high-quality performance and profitable growth. The role provides enterprise-minded HR leadership across organizational effectiveness, labor and employee relations, talent acquisition, workforce planning, leadership development, succession, performance management, employee engagement and change leadership. The position reports to the President, Forged Products; is matrixed to the SVP and Chief Human Resources Officer;

and serves on the ATI HR Leadership Team. The role leads a team of approximately 10 HR professionals, including HR business partners, labor relations and talent development specialists.

• Build a trusted, visible HR partnership with the President and FP leadership team, grounded in the realities of a 24/7, multi-site manufacturing environment.
• Establish a clear workforce and talent agenda aligned to business strategy, operating performance, labor requirements, critical skills and future capability needs.
• Strengthen leadership effectiveness, accountability and employee experience across a geographically dispersed and highly matrixed organization.
• Assess and advance labor and employee relations strategies, including constructive union partnerships, contract administration, negotiations and risk mitigation.
• Lead HR support for organizational change, operational excellence and continuous improvement initiatives while maintaining focus on safety, quality and customer commitments.

• Develop a high-performing FP organization with strong leadership depth, succession readiness and a differentiated employee value proposition for critical manufacturing talent.
• Embed a consistent, data-informed approach to workforce planning, talent reviews, performance management, development and engagement across FP sites.
• Advance a culture of accountability, teamwork and respect that reflects ATI's values and supports disciplined execution, innovation, safety and sustainability.
• Increase the value and effectiveness of the FP HR team through clear priorities, strong operating discipline, capability development and partnership with ATI Centers of Expertise.

Strategic HR Partnership and Organization Effectiveness. Advise the President and FP leadership team on organization design, workforce strategy, leadership effectiveness, culture, performance and the people implications of business decisions. Translate business priorities into practical HR plans and measurable outcomes.

Labor and Employee Relations. Lead labor and employee relations strategy across FP, including union relationships, contract interpretation and administration, negotiations, grievance management, investigations, policy application and proactive risk mitigation. Partner with leaders and legal resources to promote fair, consistent and legally compliant practices.

Talent, Workforce Planning and Capability. Direct integrated workforce plans that address staffing, critical skills, recruiting, retention, development, career pathways, succession, talent reviews and workforce analytics. Build pipelines for skilled manufacturing, technical and leadership roles in partnership with Talent Acquisition and relevant Centers of Expertise.

Leadership, Culture and Change. Coach and develop senior leaders and site leadership…