Director, Human Resources ($143,300.00 - $189,600.00)

Irvine Company•Newport Beach, CA

16d•$143,300 - $189,600•Onsite

About The Position

This position acts as a coach and advisor, proactively collaborating with both leaders and associates. Core responsibilities include collaborating with managers to drive associate engagement, performance and retention, advising managers on basic employee relations/employment law issues, overseeing talent and performance management processes, collaborating with the compensation department to provide compensation guidance to managers, and organizational development initiatives.

Requirements

Excellent written and verbal communication
Strong relationship management skills
Travel Required (10 - 20%)
Valid California driver’s license; Maintain continuous vehicle liability insurance as required by state law. (This role requires the regular and frequent operation of a vehicle, as defined in the Company’s MVR policy, and is part of the essential duties of this position.)

Nice To Haves

Bachelor's Degree (or equivalent experience)
5+ years of relevant work experience

Responsibilities

Lead the talent review and succession planning process, including development action planning for high-potential employees and critical roles.
Drive initiatives to enhance employee engagement and retention, acting as an advisor and coach to leaders. Leverage analytics (turnover trends, survey data) to shape data-informed engagement and retention strategies.
Guide performance management processes end-to-end, including goal setting, mid-year check-ins, and annual performance reviews.
Support business leaders with organizational design and restructuring efforts to ensure structures align with evolving business needs.
Collaborate with leaders to develop and execute change management strategies supporting business transformations, restructures, or new strategic initiatives.
Mitigate organizational risk through close partnership with the Employee Relations team and proactive identification and management of workplace issues.
Align with the compensation team on pay strategy, including incentive program design, ad hoc compensation evaluations, and facilitation of the annual compensation planning cycle.
Facilitate training programs for management and leadership development, new hire orientation, and team development sessions.
Partner with Talent Acquisition on recruiting strategy and internal mobility to ensure a strong, sustainable talent pipeline.