HR Director

Role Overview

• Serve as a strategic advisor to the Senior Director of Operations and segment leadership team on all human capital matters.
• Develop and execute the people strategy aligned with business objectives, operational priorities, and enterprise initiatives.
• Translate business strategies into workforce, organizational, and talent plans.
• Utilize workforce analytics and business metrics to influence decision-making and organizational performance.
• Drive organizational effectiveness through workforce planning, organizational design, talent optimization, and succession planning.
• Balance business performance with employee experience, risk management, and organizational culture.
• Provide leadership, coaching, and development to Senior HR Managers and HR Managers across approximately 12 manufacturing locations.
• Build a high-performing HR organization through talent development, succession planning, and capability building.
• Establish consistent HR governance, policies, and execution across the business segment.
• Foster collaboration, knowledge sharing, and standardization across all manufacturing locations.
• Serve as the escalation point for complex employee relations, labor relations, organizational, and leadership matters.
• Ensure HR resources are effectively aligned to meet evolving business needs.
• Lead regional talent reviews and succession planning processes.
• Partner with operations leaders to identify organizational capability gaps and implement development strategies.
• Champion leadership development initiatives and strengthen leadership capability throughout the organization.
• Drive employee engagement strategies and oversee action planning across the region.
• Lead organizational change initiatives including restructures, business integrations, acquisitions, and organizational transformations.
• Promote a culture of inclusion, accountability, continuous learning, and high performance.
• Provide guidance on complex employee relations matters, investigations, policy interpretation, performance management, and employment decisions.
• Partner with operations leaders to proactively manage organizational risk and ensure compliance with employment laws and company policies.
• Develop regional labor relations strategies for represented facilities while fostering productive employee relations across all locations.
• Ensure consistent application of employment practices and HR policies throughout the business segment.
• Lead implementation of enterprise HR initiatives across the business segment.
• Drive continuous improvement and standardization of HR processes, systems, and service delivery.
• Sponsor and lead cross-functional projects that improve organizational effectiveness and business performance.
• Partner with Corporate HR Centers of Excellence to successfully deploy enterprise talent, compensation, learning, engagement, and HR technology initiatives.
• Represent the AFC&D business segment on enterprise HR councils and strategic initiatives.
• Identify opportunities to simplify processes while improving the employee and leader experience.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field
• Equivalent experience will be considered
• Master's degree or MBA preferred
• SHRM-SCP, SPHR, or equivalent senior HR certification preferred
• Minimum of 10 years of progressive Human Resources leadership experience
• Experience leading multi-site HR organizations within manufacturing preferred
• Demonstrated success partnering with senior operational leaders
• Experience supporting both union and non-union manufacturing operations
• Strong experience leading organizational change, workforce transformations, and business integrations
• Demonstrated proficiency with Workday and HR analytics
• Ability to travel approximately 40–50%.

Benefits

• Medical, dental and vision plans
• Flexible time off, starting at 80 hours paid time per year for full-time salaried employees
• Company-paid holidays starting at 8 days per year and may vary by location
• Wellbeing program & Employee Assistance Program
• Health Savings Account/Flexible Spending Account
• Life insurance, AD&D, short-term & long-term disability, and voluntary benefits
• Paid Parental Leave
• Retirement Savings Plan with company match
• Tuition Reimbursement (dependent upon approval)
• Discretionary annual bonus program (initial eligibility dependent upon hire date)