Senior Director of HR

Overview

Position Summary The Senior Director of People serves as a strategic leader responsible for advancing the organization's people strategy in partnership with the Senior Vice President of People. This role provides leadership across core People functions, including employee relations, talent acquisition, total rewards, HR operations, compliance, workforce planning, organizational development, and team member engagement. The Senior Director leads People team members and functional leaders to ensure consistent execution, practical business partnership, and a positive, compliant, high-performing workplace culture.

• Partner with the Senior Vice President of People to develop and execute enterprise-wide people strategies aligned with business priorities.
• Serve as a trusted advisor to senior leaders on workforce planning, organizational effectiveness, talent strategy, employee engagement, and change management.
• Lead strategic People initiatives that improve operational efficiency, employee experience, compliance, and organizational performance.
• Use data, trends, and business insight to identify risks, recommend solutions, and measure progress against People goals.

• Provide oversight of People policies, procedures, systems, documentation, and process consistency across the organization.
• Ensure compliance with federal, state, and local employment laws, regulations, and company policies.
• Lead audits, reporting, documentation standards, and risk mitigation practices related to employment matters.
• Identify opportunities to simplify processes, strengthen controls, and improve service delivery across the People function.

• Lead complex employee relations matters, workplace investigations, conflict resolution, and culture-related concerns.
• Partner with Legal, Compliance, and business leaders on sensitive employment matters and risk mitigation strategies.
• Promote fair, consistent, respectful, and well-documented application of employment policies and practices.
• Coach leaders on performance management, corrective action, communication, and accountability.

• Provide strategic oversight of talent acquisition, recruitment processes, requisition management, and hiring effectiveness.
• Support workforce planning, succession planning, leadership readiness, and talent movement strategies.
• Monitor talent metrics, hiring trends, and staffing risks to support business decisions.
• Partner with operational leaders to ensure hiring practices support both immediate staffing needs and long-term talent goals.

• Lead initiatives that strengthen engagement, retention, recognition, communication, and workplace culture.
• Design and support leadership development, career pathing, cross-training, and learning initiatives.
• Use employee feedback, surveys, and listening strategies to identify opportunities and drive action planning.
• Champion a culture of accountability, inclusion, continuous improvement, and positive employee experience.

• Partner with total rewards leaders and vendors to support competitive, compliant, and well-communicated programs.
• Provide guidance on compensation planning, market benchmarking, pay practices, benefits strategy, and reward programs.
• Support executive-level recommendations related to compensation governance, benefit trends, and employee value proposition.

• Oversee People systems, reporting, dashboards, data integrity, and technology-enabled process improvements.
• Use people analytics to evaluate trends, identify operational gaps, and support leadership decision-making.
• Lead continuous improvement efforts across HR technology, workflows, reporting, and user support.

• Lead, coach, and develop People managers and team members across multiple functional areas.
• Establish goals, performance expectations, accountability routines, and development plans for direct and indirect team members.
• Promote collaboration, responsiveness,…