Director of Human Resources

Director Of Human Resources

The Director of Human Resources sets the strategic and operational direction of our regional field HR organization across a growing, multi-state 3PL and warehousing network, connecting two demands: the "ground-up" work of integrating new sites and cultures during rapid expansion, and the steady-state discipline of compliant, high-performing HR operations in established regions. This leader thrives in ambiguity, builds HR infrastructure where none exists, and carries the credibility to advise Regional Directors of Operations, General Managers, and the executive team while unifying our Regional HR Business Partner (RHRBP) teams behind one consistent HR playbook, culture, and standard of excellence.

The role supports 31 operating locations and approximately 700 people across more than a dozen states, with five direct reports (four Regional HR Business Partners and one HR Manager for 3PL & E-Commerce) and eight HR Generalists in the indirect team. Real foundations exist: an experienced regional HR team, established relationships with operational leadership, a growing portfolio of talent and learning programs, and a new enterprise talent platform now being implemented.

The opportunity is to scale that work by building the standards, models, and reporting that make HR delivery consistent as the footprint grows. The right leader will strengthen what exists, build what is missing, and know the difference.

• Provide strategic leadership and direct management to the Regional HR Business Partner team, unifying HR delivery across new-site integration regions and established multi-state operating regions (including complex jurisdictions such as Texas and California).
• Serve as the senior HR partner to Regional Directors of Operations and site leadership, translating business and growth strategy into human capital plans that drive performance, retention, and cultural alignment.
• Own and evolve the "New Site Playbook" and "Cultural Steward" model (repeatable frameworks for onboarding new work forces, launching sites, and integrating acquisitions), bringing a build-from-scratch mindset to markets or functions with limited infrastructure and standing up compliant, right-sized HR processes ahead of business need.
• Lead, coach, and develop Regional HR Business Partners and, through them, site-level HR Generalist teams, ensuring consistent service delivery, sound judgment, and bench strength; own an objective workload model (headcount, contingent density, site count, turnover) and use it to assign and rebalance HRBP portfolios and Generalist territories before capacity becomes a performance problem.
• Direct enterprise workforce planning, organizational design, and succession strategy to support a rapidly scaling, multi-site footprint.
• Act as the organization's senior subject-matter expert on multi-state employment law, ensuring compliance with the WARN Act, Successor Employer doctrine, California-specific requirements (wage and hour, PAGA, CFRA/PFL, Cal/OSHA), and other state and local regulations.
• Own the enterprise attrition and workforce analytics narrative: maintaining a field HR metrics package (turnover by site and workforce type, employee relations volume and cycle time, time to fill, engagement, exit themes), intervening where a site or region is an outlier, and presenting data-driven retention, staffing, and talent-investment strategies to the VP of HR and executive leadership.
• Define and enforce enterprise employee relations standards (intake, documentation, evidence, decision-making, and closure), auditing field practice against them, and oversee resolution of complex, high-risk matters to ensure thorough investigations and consistent, risk-mitigated outcomes across regions.
• Partner with the VP of HR on Employee Handbook development, multi-state policy design, compensation benchmarking, and enterprise HR program execution (performance management cycles, open enrollment, engagement initiatives).
• Manage the departmental budget across regions with efficient, ROI-driven allocation of HR resources in both growth and steady-state conditions, and represent field HR in executive and cross-functional forums as the organization's footprint and needs evolve.
• Sequence HR initiatives against operational priority, risk exposure, and organizational readiness rather than advancing everything at once, and defend that sequencing to operational leadership.
• Partner with Talent Acquisition on contingent workforce strategy and governance, holding co-employment and joint employer standards consistent in the field, and lead the 3PL and E-Commerce HR portfolio through its HR Manager, escalating staffing risk with contractual consequence early.
• Publish and maintain a written escalation and decision-rights matrix defining what a Generalist, a Business Partner, and this role each decide, and hold a disciplined partnership rhythm with the VP of HR, aligning in advance on matters carrying legal, financial, or…