Human Resource Director

Summary

The Human Resource Director provides strategic and operational HR leadership for an assigned division or business area, partnering with the Vice President of Human Resources, executive leadership, and business leaders to support organizational goals and workforce priorities. Serves as a trusted resource to managers and employees while ensuring HR practices are consistent with company policies, applicable laws, and tour People-First culture.

This position serves as a senior HR business partner and advisor, providing leadership across employee relations, talent management, performance management, organizational development, compensation, compliance, and HR operations. The HR Director translates enterprise HR strategies, policies, and programs into effective business practices while identifying opportunities to strengthen employee engagement, leadership effectiveness, retention, and organizational performance.

• Partner with the Vice President of Human Resources and senior business leaders to execute HR strategies and initiatives aligned with organizational and divisional objectives.
• Serve as a strategic HR advisor to managers and leaders on workforce planning, organizational effectiveness, talent management, employee relations, performance, and employee development.
• Translate company wide HR strategies, policies, and programs into effective practices within the assigned division.
• Identify workforce trends, organizational needs, and opportunities for improvement and make recommendations to the VP of HR and business leadership.
• Participate in business and strategic planning discussions where workforce, organizational, or talent considerations are relevant.
• Provide HR insights, workforce data, and recommendations to support effective leadership and business decisions.

• Provide guidance and coaching to managers and employees regarding employee relations, performance concerns, workplace issues, career development, and organizational policies.
• Lead and oversee employee relations matters, including investigations, documentation, corrective action, conflict resolution, and follow-up. Partner with the VP of HR and appropriate resources on complex or sensitive employee relations matters.
• Advise managers regarding compliance with applicable federal and state employment laws and company policies.
• Support consistent application of HR policies, practices, and procedures across the assigned division.
• Stay informed of changes in employment laws and HR practices and communicate relevant developments to leadership.

• Partner with leaders to identify talent needs, critical positions, development opportunities, and workforce capabilities required to support business objectives.
• Support talent-management initiatives, including succession planning, career-path development, leadership development, and employee retention.
• Support leaders in effectively addressing performance and development opportunities.
• Support organizational development initiatives, including feedback, goal setting, performance management programs, coaching programs, leadership development, team effectiveness, and employee engagement initiatives.

• Provide oversight of HR operations for the assigned division, including onboarding, payroll coordination, benefits and leave administration, employee records, and related HR services.
• Ensure HR services are delivered consistently, efficiently, and in accordance with company policies and established HR practices.
• Partner with the VP of HR and appropriate corporate functions regarding HR systems, processes, and enterprise-wide initiatives.
• Identify opportunities to improve HR processes, technology utilization, communication, and service delivery. Support the development and implementation of new HR programs, policies, and organizational initiatives. Provide feedback regarding effectiveness and opportunities for improvement.
• Lead or support HR initiatives such as policy and procedure development, organizational development, employee engagement, team building, HR technology, and process-improvement projects.

• Coach managers on effective performance conversations, goal setting, feedback, development planning, and documentation.
• Provide compensation and benefits insights and recommendations to the VP of HR and appropriate business leaders.
• Support the administration and communication of compensation and…