HR Director – US Business Unit & Corporate

Director Of Human Resources

The Director of Human Resources (HR) is responsible for the operations of the department, designing and implementing HR programs in alignment with the organization's strategy and culture. The director is a key contributor to the achievement of the talent strategy, ensuring the HR department drives the attraction, engagement, and retention of the right talent for success. This role is high visibility reporting directly into the Global CHRO supporting the NA President and key executives.

Direct reports to this role include, two HR Managers/Business Partners and Talent Acquisition. The role will partner closely with the HR Director Process & Systems.

Presently this position is in a hybrid status with a minimum of three days a week in the office for collaboration, teamwork, and business needs. The status and minimum in-office requirements are subject to change based on evolving business needs.

The Director of Human Resources manages the human resources team, overseeing the allocation of work and performance against goals. Provides feedback, coaching, and mentoring, drives employee development, and performs additional people management activities. Works with the talent acquisition team on hiring efforts.

Effective people management of the team, resulting in efficient operations of the HR function.

Leads the design and delivery of HR policies, programs, and procedures to align the workforce with the talent strategy and organizational culture. Remains up to date on HR best practices and industry trends in order to identify opportunities for improvement.

HR programs drive employee and organizational performance as well as a positive employee experience throughout the employee lifecycle. Improved employee attraction, engagement, and retention.

Participates in strategic planning activities with the Chief Human Resources Officer, providing concise recommendations based on research, metrics, and organizational factors. Provides input and oversees annual budget expenditures and resource requirements.

HR is an active participant in strategic planning with the leadership team, ensuring HR is a significant contributor to organizational performance and success.

Identifies, monitors, and analyzes HR metrics to measure trends and progress against strategic goal accomplishment. Uses data to make business cases to senior management and to identify when changes or modifications to HR programs or projects are necessary.

Decisions and recommendations are informed by data, leading to improved outcomes and buy-in from senior management.

Negotiates and manages complex dispute resolution, handling confidential issues professionally and appropriately in accordance with relevant legislation.

Organization is legislatively compliant. Organizational and legal risk is mitigated in complex employee situations.

Required Qualifications
1. Bachelor's degree (or equivalent work experience) in HR, Business, Technology, Industrial Relations, Organizational Development, or related field.

2. Minimum of 10 years of progressive HR experience in large best in class organizations.

3. Proficiency with HR information systems, AI and digital HR

Preferred Qualifications 1. HR certification (e.g. CHRL, SHRP, PHR, SPHR).

2. Master's degree (or equivalent) in HR, Business, Organizational Development, or related field.

3. 3 years of people management experience.

Competencies Candidates must perform at the appropriate proficiency level for the organization's core competencies and leadership competencies

Functional Competency Program Planning and Development

· Recommends program metrics to identify success with various initiatives within the program.

· Directs and oversees more complex program changes, ensuring that the changes are adopted and understood by stakeholders.

· Evaluates the HR program by examining strengths, weaknesses, and areas of opportunity for the program in the medium term (6-12 months).

Relationship Building

· Establishes and maintains relationships with other members across multiple divisions within the organization.

· Proactively develops relationships with peers, clients, employees, and leaders of the organization.

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