Director, Human Resources

Anisa•Atlanta, GA

2d•Hybrid

About The Position

At Anisa International, Human Resources serves as the operational backbone supporting our growth strategy. We are responsible for building organizational capability through talent acquisition, employee development, performance management systems, and HR operations. Working in partnership with our leadership team, our HR function ensures we have the right people, skills, and systems to execute our strategic transformation from traditional manufacturer to platform business model. Human Resources also plays a critical role in shaping leadership behaviors, decision-making, and accountability required to successfully execute this transformation. The Director of Human Resources will optimize and operate the administrative infrastructure that enables Anisa's growth. This is a hands-on, execution-focused role responsible for talent acquisition, employee development, and performance management system implementation. This is also a senior leadership role requiring the presence, judgment, and credibility to influence and challenge leaders as the organization evolves. You will ensure our HR operations run smoothly while our leadership team, supported by external consultants, drives cultural transformation. The Director of Human Resources will act as a trusted advisor to senior leaders, helping translate strategy into the leadership behaviors, structures, and capabilities required for the next phase of growth. This role requires a proven change agent with clear experience driving sustainable cultural and leadership change aligned to enterprise growth strategy, particularly in environments where senior leadership must evolve to meet new business demands. The ideal candidate excels at HR operations, has deep experience in talent acquisition and development, and can quickly implement systems and processes while navigating complexity, resistance, and competing priorities at the senior leadership level. You will partner closely with the Chief of Staff and Chief Operating Officer on performance management design, collaborate with the Plant HR Director in Tianjin, China for global alignment, and provide HR expertise to functional leaders across the organization. Critical to success is the ability to coach senior leaders and middle managers, influence decision-making without direct authority, and balance what is best for the enterprise with what is best for employees.

Requirements

8–10 years of progressive HR experience, including leadership roles supporting enterprise-level change
Experience implementing performance management systems
Demonstrated experience influencing and coaching senior leadership teams through cultural and organizational change
Track record of building training programs that deliver measurable results
Bachelor’s degree in HR, Business, or related field; SHRM-CP or PHR certification preferred
Proven ability to implement systems and drive adoption
Comfortable creating and following structured processes
Uses metrics to track progress and make decisions
Views HR as enabling business success
Works effectively with consultants and cross-functional teams
Thrives in transformation environment with changing priorities
Demonstrates executive presence, sound judgment, and the ability to respectfully challenge senior leaders
Balances empathy with accountability in decision-making
Proficient in HRIS systems and HR analytics
Advanced Excel skills for reporting

Nice To Haves

Experience in manufacturing or consumer goods industry preferred
SHRM-CP or PHR certification preferred

Responsibilities

Lead end-to-end recruitment for all US positions, achieving ≤60 day time-to-fill target
Build talent pipelines for critical roles supporting our growth plan
Design and execute onboarding programs ensuring new hires are productive within 30 days
Partner with functional leaders to identify skill gaps and hiring needs
Ensure leadership capability and culture alignment are core criteria in all hiring decisions.
Implement new Performance Management & Review (PMR) system
Drive system adoption through training and change management
Administer quarterly and annual performance review cycles
Manage compensation administration including bonus calculations per governance framework
Ensure performance metrics align with KPI governance structure
Support Compensation Committee with quarterly bonus validation and annual salary planning
Hold leaders accountable for consistent application of performance standards and leadership expectations.
Assess skill gaps and design targeted training programs for existing employees
Create development paths supporting cross-functional process capabilities
Implement manager training on new RACI decision rights and accountability structures
Build succession planning for critical roles
Support functional leaders in developing their teams' capabilities
Coach senior leaders and middle managers to strengthen leadership effectiveness, decision-making, accountability, and people leadership.
Address leadership behaviors that undermine culture, performance, or trust, using data, feedback, and direct conversation.
Maintain HRIS data integrity and reporting capabilities
Manage benefits administration and annual enrollment
Create and maintain employee handbook and HR policies
Handle employee relations issues with appropriate documentation
Provide HR metrics and reporting for leadership dashboards
Use data and insight to elevate people-related risks and opportunities to senior leadership.
Partner with external culture consultants to support transformation initiatives
Administer employee engagement surveys and pulse checks
Collaborate with Plant HR Director in Tianjin for global alignment
Support Chief of Staff in tracking culture transformation metrics
Serve as a steward of culture, ensuring leadership behaviors, systems, and decisions reinforce the desired future state.
Influence leaders through change while maintaining credibility, trust, and organizational stability.