Senior Director of People & Culture

• Lead and develop the Human Resources function across the full employee lifecycle
• Establish scalable HR policies and select and implement HR systems
• Own employee relations and maintain compliant investigative practices across a multi-state and global workforce
• Oversee HR practices for SQA's distributed workforce across multiple jurisdictions
• Serve as a resource for employees at every level and build trust, culture, and engagement
• Design and implement performance management processes
• Own job leveling, career paths, and succession planning
• Lead global talent acquisition for corporate and contractor populations
• Lead workforce planning with Finance and business leaders
• Build employee learning, development, training, upskilling, and reskilling programs
• Build manager development focused on coaching, feedback, and accountability
• Translate TRADE values into consistent practices
• Build engagement practices, including the Chairman's Roundtable and pulse surveys
• Report directly to the CEO and participate in the executive committee
• Advise the CEO on organization, leadership, talent, and culture
• Partner on organization design, workforce priorities, and major initiatives
• Guide organizational change with communication, manager preparation, and escalation paths
• Use survey, exit, reputation, people, and business data to drive action and decisions
• Assess organizational culture and lead changes to strengthen trust, accountability, and engagement
• Establish a performance management framework, consistent talent acquisition measures, and trusted executive partnership in the first year

• Ten or more years of progressive HR leadership, including three or more years building a broad HR function
• PHR or SPHR certification
• Senior level experience across employee relations, talent, compensation, compliance, and organization change
• Direct experience advising a CEO and executive team as a strategic partner
• Experience supporting a sizable global contractor or subcontractor population, including worker classification
• Track record building people practices in a growing company moving from informal to structured
• Strong employee relations and investigation experience, including sensitive issues and partnership with counsel
• Experience leading a small HR team and managing outside vendors and partners
• Experience supporting a multi-state, distributed, or hybrid workforce
• Track record developing managers and turning programs into measurable results
• U.S. citizen or U.S. lawful permanent resident (green card holder) required for ITAR compliance
• Preferred:
  Experience in professional services, a technical environment, or another client facing business
• Preferred:
  Experience working within EOS or a comparable operating system
• Preferred:
  Experience selecting and implementing an HRIS or other core people technology

Demonstrates extensive experience in leading Human Resources functions, including employee relations, talent acquisition, and performance management. Proven ability to implement scalable HR policies and systems while advising executive leadership on organizational culture and change.

• Progressive HR Leadership Experience
• PHR or SPHR Certification
• Employee Relations Expertise
• Global Talent Acquisition Leadership
• Organizational Change Management

• Performance Management
• Talent Acquisition
• Employee Relations
• Succession Planning
• Workforce Planning
• Manager Development
• Organizational Design
• Data-Driven Decision Making
• Compliance Management
• HR Policy Development

• Trust Building
• Cultural Engagement
• Coaching
• Feedback
• Accountability

• PHR
• SPHR

• Multi-State Workforce
• Global Contractor Population
• Professional Services
• Technical Environment
• Client Facing Business
• EOS Operating System

• HRIS Implementation
• People Technology