Director, Human Resources

Precinmac•Farmers Branch, TX

10d•Onsite

About The Position

The Director, Human Resources is a key HR leadership role responsible for driving people strategy across a Precinmac's Small Medium Format - Aerospace, Defense & Space business unit. Reporting directly to the Chief Human Resources Officer, this role serves on-site at a primary growth location while flexing to provide business-unit-level HR leadership, ensuring alignment of HR initiatives with business goals. The HR Director will partner closely with site leaders, business unit executives, HR organization, and corporate partners to align talent, organization design, culture, employee relations, and workforce planning priorities with business objectives.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial/Labor Relations, or a related field.
12+ years of progressive HR experience, including 3+ years in an HR leadership role with multi-site or business-unit-level scope.
5+ years of experience supporting a manufacturing, industrial, or production environment.
Demonstrated experience operating across both U.S. and Canadian employment environments, or comparable multi-jurisdictional HR experience.
Proven ability to flex between hands-on site HR execution and higher-level strategic HR business partnership.
Experience supporting M&A integration or organizational change.
Strong understanding of employee relations, labor relations, compliance, organizational design, change management, and talent development.
Strong business and financial acumen, with the ability to connect HR strategy directly to P&L performance.
Exceptional communication, coaching, and influencing skills, with the credibility to guide site and business unit leaders who are not direct reports.
Ability and willingness to travel regularly (up to 25%) to business unit locations, including cross-border travel.
A leader who exemplifies The Precinmac Way: sees the whole part, works the line together, builds the next hand, and stays decisive under pressure.

Responsibilities

Serve as a strategic advisor and business partner to site and business unit leadership. Translate business priorities into integrated people strategies that support growth, productivity, quality, cost, and employee engagement.
Lead HR for one of the Business Unit's new growth location, day to day. Own employee relations, performance management, policy administration, and site-level talent acquisition and workforce planning.
Flex beyond the home site to lead HR across the full business unit. Provide direction, coaching, and support to site HR staff, General Managers and the extended team across locations in the US and Canada, ensuring consistent execution of HR practices and strong local partnership.
Build workforce and talent strategies that enable operational performance. Lead workforce planning, succession planning, and talent movement across the business unit, in partnership with corporate teams, to ensure the organization has the leadership and capacity to meet business commitments.
Lead change management in support of organizational transformation and growth. Partner with business unit leaders on M&A integration, organization design, restructuring, and change management efforts that improve scalability and performance across U.S. and Canadian operations.
Strengthen leadership capability. Coach site and business unit leaders on leadership effectiveness, performance management, and culture-building, deploying the Precinmac Signature Behaviors framework and modeling The Precinmac Way leadership traits.
Champion employee experience, engagement, and retention. Use engagement data, site visits, and workforce metrics to identify root causes, improve retention, and build action plans that strengthen the employee experience across a geographically distributed workforce.
Provide leadership on employee and labor relations. Ensure fair, consistent, and compliant practices across U.S. (multi-state) and Canadian (multi-province) sites; guide complex employee relations matters.
Partner on compensation and total rewards. Work with corporate on compensation structure, merit planning, incentive design, and pay equity across U.S. and Canadian locations.
Drive standardized, scalable HR processes across the business unit. Partner with HR Teams to implement consistent practices across sites, including onboarding, career development, performance management, compensation, benefits, and compliance.