Director, Human Resources

PDI•Orangeburg, NY

8d•Onsite

About The Position

The Director, HR Business Partner (HRBP) serves as the strategic HR leader supporting all Operations and Quality functions, representing a combined workforce of approximately 700 employees, including 450 union associates and 250 salaried professionals. This role partners closely with senior leadership to drive a high-performance culture, ensure organizational readiness, and implement human capital strategies that align with business objectives in a regulated manufacturing environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required
Minimum of 10–15 years of progressive HR experience, including at least 5 years in a leadership or HRBP role supporting large, complex organizations.
Experience in a manufacturing, healthcare, or pharmaceutical environment preferred.
Demonstrated success partnering with senior leaders to develop and execute people strategies aligned with business objectives.
Experience leading and developing HR teams and managing union and non-union employee populations.
Comprehensive understanding of federal, state, and local employment laws and regulations (FLSA, FMLA, ADA, NLRA, etc.).
Strong working knowledge of collective bargaining agreements, grievance procedures, and labor relations principles.
Familiarity with compensation structures, talent management processes, performance management systems, and employee engagement strategies.
Proficient in HRIS platforms (UltiPro, Workday, or equivalent) and data-driven decision-making tools.
Strategic thinker with a hands-on approach to problem-solving and execution.
Excellent interpersonal, communication, and influencing skills with all levels of the organization.
Ability to balance employee advocacy with sound business judgment and risk management.
Strong analytical, organizational, and project management skills.
Demonstrated integrity, discretion, and sound professional judgment.

Nice To Haves

Master’s degree preferred.

Responsibilities

Partner with the SVP of Operations & Quality and site leadership to develop and execute people strategies that strengthen engagement, retention, succession planning, and workforce capability.
Lead, coach, and develop a three-person HR team (Manager, Generalist, and Temp Admin) to deliver proactive, high-quality HR support and consistent service across Operations and Quality.
Manage complex employee relations matters, investigations, and grievance processes, ensuring compliance with the collective bargaining agreement, employment laws, and company policy.
Advise Operations leadership on contract provisions, dispute resolution, and compliance with company policies and labor law.
Support organizational design and process improvement efforts to optimize productivity and employee engagement.
Lead change management initiatives that align with evolving business needs.
Collaborate with business leaders to identify capability gaps, implement succession planning, and drive leadership development initiatives that strengthen bench strength and readiness for future growth.
Oversee HR policy development and implementation, ensuring compliance with federal, state, and local employment laws (EEO, FMLA, FLSA, ADA, etc.).
Partner with Corporate HR and Total Rewards to support annual performance management and compensation planning cycles, ensuring pay equity and alignment with company goals.
Partner with Talent Acquisition to ensure effective hiring, selection, and onboarding strategies for both union and salaried positions, promoting retention and long-term success.