Director of HR Operations

Hitachi•Holland, MI

2d•Onsite

About The Position

JR Automation, a Hitachi Group Company, is seeking a Director of HR Operations to lead HR business partnering and people operations across its divisions. The role provides leadership to HR Managers and HR Partners and works closely with HR Centers of Excellence (COEs) to deliver consistent, high-quality HR services. It helps shape culture, develop leaders, manage organizational change, and ensure compliance with employment laws and company policies. The Director advises the Chief Human Resources Officer and partners with executive and divisional leaders on organizational design, workforce planning, leadership effectiveness, talent development, culture, and transformation. The position oversees HR operations, employee relations, performance management, organizational development, change management, compliance, and risk mitigation. It also provides leadership oversight to the Administrative Services Manager and broader administrative support function. This is an onsite position in Holland, Michigan, with 20% travel that may include domestic or international customer, supplier, and JR Automation locations. Candidates must successfully complete a 10-panel drug screen, physical examination, and background check.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
At least 10 years of Human Resources experience encompassing employee relations, talent management, organizational development, and HR operations.
At least 3–5 years in an HR leadership capacity.
Comprehensive knowledge of federal, state, and local employment laws, regulations, and HR best practices.
Significant HR leadership experience supporting senior leaders and executive teams.
Proven ability to lead company-wide, cross-functional change initiatives and drive organizational transformation.
Demonstrated effectiveness in matrixed organizations and collaboration across HR Centers of Excellence.
Strong analytical, problem-solving, and decision-making skills.
Ability to establish trusted partnerships and influence stakeholders at all levels.
Proficiency in HR technology, systems, and data to inform business and workforce decisions.
Dedication to fostering an inclusive, high-performance workplace culture.
Ability to successfully complete a 10-panel drug screen, physical examination, and background check.

Nice To Haves

HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience with JR Automation or in the automation industry.
Experience with Workday.

Responsibilities

Advise the Chief Human Resources Officer and align HR strategies with business objectives, growth initiatives, and operational priorities.
Partner with executive and divisional leaders on organizational design, workforce planning, leadership effectiveness, talent development, and culture initiatives.
Support organizational transformation by identifying workforce opportunities, risks, and long-term talent needs.
Lead and develop HR Managers and HR Partners supporting multiple divisions and functions.
Ensure consistent application of HR programs, policies, and processes across the organization.
Oversee employee relations, performance management, organizational development, and leadership support activities.
Drive operational excellence through standardized practices, continuous improvement, and effective service delivery.
Direct complex or escalated employee relations matters and ensure timely investigations and compliance with policies and regulations.
Foster a positive, inclusive, high-performing workplace culture and support employee engagement, collaboration, and organizational alignment.
Collaborate with HR Centers of Excellence, including Compensation, Benefits, Talent Acquisition, Talent Development, Compliance, and HRIS.
Lead deployment and adoption of enterprise HR programs, initiatives, policy changes, and change-management strategies.
Lead performance-management execution across divisions; coach HR Managers and HR Partners through the performance cycle and reinforce accountability, talent calibration, development, and succession planning.
Promote effective use of talent management systems and tools.
Ensure adherence to federal, state, and local employment regulations; partner with the Compliance COE on audit readiness, documentation, and policy compliance.
Identify organizational risks and implement mitigation strategies while promoting ethical decision-making and accountability.
Coach senior leaders on leadership effectiveness, change management, team development, workforce planning, and employee relations.
Provide leadership oversight to the Administrative Services Manager and broader administrative support function, supporting team capability and consistent, customer-focused service.
Use HR technology, systems, and data to inform business and workforce decisions.