Director, Human Resources

Overview

The Director, Human Resources reporting to the VP, Human Resources, is a strategic advisor and consultant to senior leadership, driving people strategies that support business objectives and foster a high-performance culture. The Director has broad HR experience and, along with a team of diverse Human Resources professionals, partners closely with business leaders to align HR initiatives with organizational goals, ensuring talent, culture, and operational excellence are at the forefront of decision-making.

• Strategic HR Partnership:
  Collaborates with senior leaders to align HR strategies with business goals and improve organizational effectiveness.
• Implements HR strategies that align with evolving business models and market conditions.
• Serves as a liaison between HR and business units to ensure alignment of people strategies with operational goals.
• Leads enterprise-wide initiatives such as leadership alignment, organizational design, and workforce transformation.
• Leads cross-functional HR initiatives that support enterprise transformation.
• Mentors leaders on team dynamics, leadership, and change readiness.
• Workforce Planning:
  Partners with HR and business leaders to forecast talent needs, assess workforce gaps, and align staffing with strategic goals.
• Conducts workforce segmentation to identify critical roles and future skill needs.
• Leverages data to guide decision-making on turnover, productivity, and workforce trends.
• Leads workforce scenario planning to prepare for workforce shifts.
• Facilitates job description creation and updates through job shadowing and integrated activities.
• Collaborates with other HR functional leaders and SMEs to deliver integrated HR solutions.
• Talent Management:
  Leads talent development, performance management, succession planning, and retention strategies to build a strong workforce.
• Implements competency frameworks to guide performance expectations and development planning.
• Guides leader recognition of high-potential talent using performance data and manager feedback.
• Designs career paths and leadership development opportunities.
• Identifies skill gaps and recommends targeted development opportunities or training.
• Consults on Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs).
• Facilitates and reports on succession planning and bench strength sessions.
• Conducts in-service sessions on new or updated policies.
• Collaborates with HR Learning & Development to align training with business needs.
• Leads annual calibration meetings.
• Guides leaders on interpersonal and performance-related matters.
• Counsels on fair and consistent policy application across the enterprise.
• Organizational Development:
  Drives initiatives that strengthen leadership, team effectiveness, and engagement.
• Facilitates engagement strategy sessions to build alignment and trust.
• Drives or partners on organizational design, role creation, team effectiveness, and implements change management programs.
• Leads organizational health assessments and recommends interventions for improvement.
• Supports cross-functional collaboration through team effectiveness and conflict resolution workshops.
• Leads satisfaction conversations and stay/discovery interviews.
• Analyzes engagement data and recommends actions to boost morale and retention.
• Manages voluntary resignations and conducts exit interviews for insights.
• HR Analytics & Insights:
  Uses data to identify trends, measure impact, and guide talent and organizational decisions.
• Monitors HR metrics, analyzes trends, and leverages data to identify areas for improvement and informed strategic decisions.
• Uses predictive and prescriptive analytics to forecast needs and recommend interventions.
• Aligns analytics with business goals by partnering with leaders.
• Applies statistical methods to uncover correlations and causations.
• Translates complex data into actionable insights.
• Presents insights in a compelling, story-driven format.
• Benchmarks metrics against industry standards.
• Ensures ethical and secure use of employee data.
• Change Management:
  Supports business transformation through restructuring, process improvements, and cultural alignment.
• Leads stakeholder analysis and change impact assessments for major initiatives.
• Drives organizational change initiatives effectively.
• Develops communication plans, such as run of show plans, and assess change readiness with mitigation strategies.
• Monitors post-change adoption metrics and adjust strategies as needed.
• Manages complex projects related to HR strategy and initiatives.
• Employee Relations:
  Provides intake and support to the Employee and Labor Relations team on complex employee relations matters, ensuring fair and consistent practices aligned with company values and legal compliance.
• Conducts climate assessments to proactively identify and address workplace issues.
• Performs other duties as assigned to support the efficient operation of the department.

Carries out supervisory responsibilities in accordance with the…