Senior Director, Human Resources

Location: Manakin-Sabot

Job Details

Lead People. Shape Culture. Drive Performance.

Senior Director of Human Resources is a key enterprise leader responsible for connecting people, culture, and performance across Luck Companies. Reporting to the Chief Enterprise Operations Officer (CEOO), this role provides strategic direction for all people-focused functions—Human Resources, Compensation & Benefits, and Associate Development. This leader ensures every associate experiences Luck’s culture of belonging and Values-Based Leadership (VBL) in action.

The Senior Director translates Luck’s strategic vision into practical, scalable people systems that fuel engagement, growth, and operational excellence. Through authentic partnership and enterprise collaboration, this leader creates clarity, consistency, and connection—empowering associates to perform at their best while feeling accepted, valued, and supported.

Essential Functions Enterprise Leadership & Alignment – 30%

• Lead HR Business Partnerships, Compensation & Benefits, and Associate Development as one integrated, enterprise-wide people system.
• Partner with the CEOO and Business Unit Leaders to align people priorities with operational strategy.
• Build and sustain a people operating framework that connects strategy to execution with clear processes and measurable outcomes.
• Act as a cultural connector, bringing Luck’s values and people strategies to life across every location.

People Systems Strategy & Execution – 25%

• Lead the design and continuous improvement of core people systems: workforce planning, performance management, succession, and talent readiness.
• Ensure HR programs and policies are consistent, practical, and adaptable for both Shared Services and field operations.
• Partner with leaders to forecast workforce needs, strengthen internal pipelines, and support career progression.
• Drive operational excellence through streamlined processes and data-informed decision-making.

Values, VBL Culture & Leadership Development – 20%

• Champion Luck’s Values-Based Leadership by modeling authenticity, empathy, and accountability.
• Build leadership capability and environments where associates can reach their highest potential.
• Lead enterprise leadership development programs and reinforce cultural consistency across all business units.
• Integrate belonging behaviors into hiring, onboarding, development, and recognition.

Benefits, Total Rewards & Compliance – 15%

• Provide executive oversight for compensation and benefits strategies that attract, retain, and reward talent.
• Ensure all HR practices comply with federal, state, and local employment laws across multi-state operations.
• Partner with Finance to align people investments with business goals.
• Strengthen the associate experience through a holistic approach to pay, benefits, well-being, and development.

Organizational Insight, Development & Change Leadership – 10%

• Use data, metrics, and analytics to assess organizational health and provide actionable insights to leadership.
• Lead change management efforts to ensure clarity, readiness, and adoption across teams.
• Represent HR in enterprise-wide strategic discussions and ensure people implications are fully considered.
• Serve as a trusted advisor on organizational design, workforce structure, and leadership capacity.

Minimum Qualifications

• Education:
  
  Bachelor’s degree required;
  Master’s in Human Resources, Organizational Development, or Business Administration preferred.
• Cert: (SPHR, SHRM-SCP, or equivalent) a plus
• 10–15 years of progressive HR leadership experience, including at least 5 years at a Senior level leading multiple HR functions (HR Business Unit Support, Compensation & Benefits, Associate Development, Organizational Effectiveness) with exposure to both field operations and corporate environments.
• Proven experience aligning people strategies with business objectives in a complex, multi-site, or operationally driven organization (manufacturing or similar industries)
• Demonstrated experience developing leaders, managing organizational change, and implementing scalable HR processes.

Technical Competencies

• Total Rewards Strategy and Governance
• HR Data, Analytics, and Workforce Insight
• Organizational Development…