The Human Resource Director is responsible for developing and executing HR strategies that support the organizations operations. This role involves overseeing talent management, organizational development, compliance, employee relations, and HR policies across multiple regions. The director ensures that HR initiatives align with business objectives while fostering a diverse, inclusive, and high-performance culture. Leadership Demonstrate and reinforce integrity and ethical behavior in all business interactions Model the companys culture, mission, vison and core values Contribute to the development of the organizations strategic plan, goals, and objectives as well as the overall management of the organization Build strong relationships and lead through influence with leaders of teams across the organization Bring teams together to foster collaboration, improve decision-making, and maximize opportunities Develop and foster a team culture of accountability and high performance Lead and support organizational design, people development and succession planning Essential Duties and Responsibilities Organizational Design Effectiveness: Lead efforts to assess, design, and evolve the organizational structure to ensure agility, scalability, and cross-functional effectiveness. Facilitate alignment of roles, teams, and reporting structures to maximize performance and clarity. Talent Development Leadership Growth: Develop strategies that attract, retain, and develop top talent across all levels. Focus on leadership pipeline development, succession planning, and team effectiveness with an emphasis on supporting organizational change and growth. Change Enablement: Act as a change agent in the organization, helping teams and leaders navigate organizational shifts. Provide counsel on change impacts and lead communication and execution strategies to support smooth transitions. Culture Engagement: Champion a strong, inclusive workplace culture through targeted initiatives in employee engagement, diversity, equity, inclusion, and change management. Monitor engagement levels through surveys and pulse checks, and act on feedback to foster a high-performing, resilient workforce. Total Rewards: Design and oversee competitive compensation, benefits, and reward programs that support talent retention, performance, and equity. Managerial Capability: Design and implement coaching, leadership development, and management training programs that build capability in frontline and mid-level leaders to lead effectively through change, foster collaboration, and drive results. Talent Acquisition Mobility: Develop and execute talent acquisition strategies that emphasize internal mobility, succession readiness, and proactive workforce planning. Compliance Risk Management: Ensure all employment practices comply with current federal, state, and local regulations. Stay ahead of regulatory changes to minimize risk. Job Requirements Education Certification Bachelors degree in Human Resources, Organizational Development, Business Administration, or related field; or a minimum of 10 years of progressive HR experience in lieu of a degree. Masters degree in Business Administration, Human Resources, Organizational Development, or Employment Law preferred. Professional certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. Experience Minimum of 3-5 years in a strategic HR leadership role, with demonstrated success and building high performing teams and leading strategic HR initiatives. Proven track record in organizational design, workforce planning, and managing complex organizational change. Broad expertise across core HR functions, including talent acquisition, employee relations, performance management, leadership development, training, and legal compliance. Skills Competencies Strategic thinker with the ability to translate business goals into HR and organizational strategies. Strong capability in organizational design and development, with experience aligning structure and talent to business strategy. Demonstrated ability to influence senior leaders and guide decision-making through data-driven insights and effective communication. Adept at navigating ambiguity and driving clarity in evolving or complex environments. Courageous, confident, and professional in handling sensitive issues and making tough decisions. Exceptional interpersonal and consultative skills, with a collaborative approach and ability to build trust at all levels of the organization. Excellent verbal and written communication skills, including experience presenting to executive leadership.
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