Director, Human Resources

Keurig Dr Pepper•Northlake, IL

86d•$155,500 - $190,000•Hybrid

About The Position

Keurig Dr Pepper is seeking a Director, Human Resources to join their growing, dynamic company. This role will serve as a key leader within the HR function and a trusted business partner to the Direct Store Delivery (“DSD”) organization. The position offers a unique opportunity to contribute to HR strategy, embedding company values and competencies that define culture and the overall employee experience. The Director will coach and mentor leaders, create and implement ambitious people strategies, and play an important leadership role in diversity & inclusion efforts. Collaboration with business partners and Centers of Excellence is expected to deliver solutions that propel the business forward. The ideal candidate will be a passionate, courageous HR leader with agility, consulting and influencing skills, a team-first, entrepreneurial spirit, business insight, analytical capability, and a commitment to supporting employee needs. This position will be based out of Northlake, IL, with a hybrid work schedule (4 days onsite, 1 day remote).

Requirements

Bachelor’s degree and Masters (preferred) in the area of Human Resources, Organization Behavior or Labor Relations
Minimum ten years of Human Resources or related experience in a fast-paced, high performance environment
Prior field based HR experience preferred
Minimum of 5 years experience in managing in a unionized environment, proactively managing CBAs, contract negotiations and grievance management
2-3 years of experience in a HR Center of Excellence/Expertise
Demonstrated success implementing effective employee and/or labor relations strategies
Demonstrated progressive experience leading and developing high performing teams, successfully motivating and influencing the work of others
Acute business acumen, understanding of organizational challenges, and success resolving them by implementing effective HR strategies
Demonstrated experience using data and analytics to solve complex business challenges
Proven track record of managing multiple complex projects
Organized, detail-oriented, and creative problem solver with a relentless drive for improvement; capable of managing multiple priorities and delivering results in a high-performance environment

Nice To Haves

Masters degree in the area of Human Resources, Organization Behavior or Labor Relations

Responsibilities

Provide strategic HR business partnership, advising DSD on key KDP and DSD priorities
Lead a team of HR professionals who support the broader region
Partner with the broader HR team (Centers of Excellence) to develop and implement specific strategic priorities to meet the needs of the HR function and DSD organization
Lead, advise and support the HR team and your client group in all areas of Human Resources, including but not limited to: Leadership Development & Talent/Succession Planning, Employee & Labor Relations, Talent Acquisition & Retention/Turnover Strategies, Inclusion and Diversity Initiatives
Partner with leaders to align current and future business needs into an overall integrated HR plan for the function, focusing on opportunities that contribute to the growth and competitiveness of the business
Develop solutions and solve business challenges by collecting and analyzing data, and recommending courses of action in partnership with HR COEs and DSD leadership (Data Analytics/Workforce Planning)
Focus on development and upgrading of frontline leadership talent; proactive preparation and planning for succession of leadership roles (Leadership Development & Talent Planning)
Partner with Labor Relations team and business to lead preparation efforts for CBA negotiations; partner with business to prepare all business continuity and communications planning in the case of a work stoppage; proactively manage CBA requirements and grievance management (Labor Relations)
Bring the KDP D&I journey to life in the field operations in partnership with the regional DSD leadership; enable employees to actively participate in ERGs; grow and develop the organization’s muscle as a leader in the D&I space (Diversity & Inclusion)
Actively participate in enterprise wide HR initiatives to represent the field voice in enterprise solutions that are rolled out. Complete projects by clarifying objectives, setting clear timetables and schedules, conducting research, developing and organizing information, analyzing results, and preparing final findings and recommendations (Enterprise Wide Projects)
Lead through annual HR processes – performance management, compensation, talent planning, etc.
Strategically and proactively apply, monitor and enforce employment laws, regulations, policies and procedures
Lead and partner in HR Functional Initiative work in support of our HR mission and vision
Foster a culture of trust and wellbeing that prioritizes the team and values employee contributions
Drive a shared vision with clear goals and accountability, supported by regular conversations to maximize talent
Embrace diverse perspectives to foster innovation, learning from both successes and failures
Establish a safe environment where team members are motivated, heard, and aligned with clear expectations