Director of Human Resources

If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you.

Position Summary

Advanced Flow Solutions (AFS), part of IDEX Corporation, is a group of IDEX Fluid & Metering businesses, including Liquid Controls, Corken, and SAMPI. AFS serves refined fuels, LPG, and aviation fuel markets with mission‑critical flow meters, pumps, compressors, and integrated flow systems. The Director, Human Resources serves as a key member of the AFS leadership team and is responsible for developing and executing the people strategy in support of the business strategy.

The position partners closely with the business leader and leadership team to strengthen organizational capability, build a high‑performance culture, develop talent, improve employee engagement, and ensure AFS has the leadership and workforce capabilities needed to achieve its growth objectives. This is a highly visible, hands‑on leadership role requiring the ability to move effectively between strategic HR leadership and day‑to‑day execution.

The successful candidate will bring strong business acumen, sound judgement, a bias for action, and the ability to influence leaders while building credibility and trust throughout the organization.

Serve as the senior HR partner to the AFS leadership team, translating business strategy into actionable people and organizational priorities. Develop and execute an HR strategy aligned with growth, operational performance, talent requirements, and long‑term organizational capability. Advise leaders on organizational effectiveness, workforce planning, leadership capability, talent decisions, employee relations, and change. Use workforce data and business insights to identify risks, opportunities, and actions that improve organizational performance.

Balance strategic initiatives with hands‑on HR leadership and operational execution.

Lead talent reviews, succession planning, performance management, leadership assessment, and development planning. Strengthen succession pipelines for critical leadership and business‑critical roles. Improve the quality and effectiveness of development plans for high‑potential and promo table talent. Partner with leaders to increase internal talent movement and create meaningful career and development opportunities. Build leadership accountability for developing, engaging, and retaining talent.

Partner with business leaders and Talent Acquisition to anticipate workforce needs and develop effective recruiting strategies. Improve the quality, speed, and effectiveness of hiring, particularly for critical and difficult‑to‑fill positions. Strengthen selection and assessment practices to improve quality of hire and first‑year retention.

Assess organizational structure, capabilities, roles, and talent against current and future business requirements. Lead organizational design and change initiatives that improve accountability, execution, and business performance. Coach leaders through organizational and people changes, ensuring effective communication and employee adoption. Build leadership capability and reinforce expectations around performance,…