DIRECTOR, HUMAN RESOURCES - REMOTE

Compass Group•REMOTE, US

2d•$135,000 - $160,000•Remote

About The Position

ESFM is the corporate facilities management (FM) division of Compass Group USA. This role leads a high-performing HR team and provides strategic and operational HR leadership across multiple locations and business units. This role partners with senior operational leaders to develop and execute people strategies that support business objectives, strengthen leadership capabilities, enhance associate engagement, advance talent development, and improve organizational effectiveness. As a strategic business partner and trusted advisor, the HR Director builds collaborative relationships, balances stakeholder needs, and fosters a culture of trust, accountability, inclusion, and continuous improvement. The role serves as a subject matter expert in talent management, associate relations, labor relations, employment practices, and organizational effectiveness while partnering across a matrixed organization to deliver sustainable people solutions. This position supports the ESFM Sector. Prior union experience, including partnering with union employees and/or representatives, is required.

Requirements

Prior union experience, including partnering with union employees and/or representatives, is required.
Bachelor's degree in HR, Business, Hospitality Management, or related field, or equivalent education and experience.
8+ years of progressive HR experience, preferably in a multi-site organization.
Required experience supporting union/labor-relations and collective bargaining environments.
Demonstrated success managing complex associate relations and sensitive workplace matters.
Strong knowledge of HR practices and federal, state, and local employment laws.
Experience with talent management, succession planning, leadership development, organizational development, and change management.
Proven ability to influence senior leaders and execute people strategies that deliver measurable business results.
Strong business acumen, analytical ability, communication, coaching, and relationship-building skills.
Ability to travel up to 25%.

Nice To Haves

Experience in foodservice, hospitality, facilities management, or another complex service environment
Supporting geographically dispersed teams and executive leaders
Competency-based talent practices
PHR, SPHR, SHRM-CP, or SHRM-SCP certification

Responsibilities

Partner with senior leaders to align people strategies with business and operational priorities.
Provide strategic guidance on workforce planning, organizational effectiveness, talent, and leadership capabilities.
Use workforce analytics and business insights to identify opportunities, risks, and actionable solutions.
Influence decisions while balancing associate, operational, client, union, and organizational priorities.
Identify, develop, and retain high-performing and high-potential talent.
Advance succession planning, leadership development, internal mobility, and bench strength.
Champion Compass Group's Fuel Our Future competencies in talent and performance practices.
Coach leaders to build inclusive, engaged, accountable, and high-performing teams.
Advise leaders on complex associate relations, investigations, performance, conduct, and workplace concerns.
Provide strategic labor-relations support, including collective bargaining agreement administration and union interactions.
Promote fair, consistent, ethical decision-making and constructive labor relationships.
Coach leaders on expectations, feedback, accountability, and building organizational trust.
Lead, manage, and develop an HR team of 5+.
Lead organizational change and continuous-improvement initiatives.
Anticipate workforce challenges and adapt HR strategies to changing business needs.
Develop scalable, practical people solutions through collaboration, innovation, and effective change management.
Translate business priorities into measurable HR action plans and outcomes.
Monitor key workforce metrics, including retention, turnover, engagement, and talent development.
Use data to identify performance gaps, organizational risks, and improvement opportunities.
Ensure consistent execution of HR policies, programs, compliance requirements, and initiatives.
Optimize HR resources, tools, and partnerships across a complex, multi-site environment.