Director of HR

Robinson•De Pere, WI

1d•Onsite

About The Position

The Director of Human Resources provides strategic and operational leadership for the Human Resources function across all company locations. Reporting to the Chief Administrative Officer, this position translates enterprise people priorities into sustainable HR programs and practices that support business objectives, organizational growth, workforce capability, employee engagement, and a strong employee-ownership culture. The Director leads HR Managers and the Training and Development Manager, ensures consistent HR service delivery, advises leaders on workforce matters, monitors results, and recommends improvements. Success in this dynamic, growing environment requires sound judgment, adaptability, proactive leadership, and independent decision-making within established organizational direction. This is a full-time, on-site position; remote work is not available. Additional hours and travel may be required to support business needs.

Requirements

Bachelor’s Degree in Human Resources, Business Administration, or a related field required
Minimum of 15 years of progressive human resources experience, including at least 7 years leading an enterprise HR function or serving in a senior HR leadership role.
This experience must include broad decision-making authority, executive-level influence, and accountability for workforce strategy, organizational effectiveness, and HR results within a large, complex, multi-state and multi-location organization with a substantial workforce.
Demonstrated success directly leading, coaching, and developing HR Managers and the Training and Development Manager across multiple locations, including setting functional expectations, strengthening leadership capability, evaluating performance, allocating resources within approved budgets, and holding leaders accountable for results.
Proven ability to establish consistent, responsive, and effective HR and Training and Development service delivery across locations while balancing enterprise standards with operational needs.
Demonstrated success partnering with executive and operational leaders to translate business priorities into enterprise-wide people strategies across diverse business functions, workforce populations, and operational needs.
Proven experience overseeing HR systems, standardized processes, formal governance, and high-volume workforce needs in a large manufacturing or similarly complex operating environment.
Proven ability to anticipate and lead the people, organizational, and infrastructure demands of significant business growth, including scaling HR capabilities, building leadership capacity, strengthening succession pipelines, integrating change, and delivering results amid rapidly evolving priorities.
Advanced knowledge of federal, state, and local employment laws and demonstrated experience managing complex employee relations, compliance, and organizational risk matters.
Broad functional experience in compensation, benefits, succession planning, leadership development, talent management, HR systems, and workforce analytics.
Strong business acumen, financial awareness, analytical capability, and ability to connect workforce decisions, resource allocation, and HR investments to operational performance.
Excellent executive communication, presentation, negotiation, influence, and conflict-resolution skills, with the ability to build credibility and communicate effectively at all levels of the organization.
Proven ability to lead through change, prioritize enterprise needs, exercise sound judgment, operate independently, and maintain integrity, objectivity, professionalism, and confidentiality when handling sensitive or high-risk matters.
Advanced proficiency with Microsoft Office Suite and human resources information systems, including the ability to independently retrieve, analyze, validate, and present workforce data and reports and to perform essential system and reporting work when operational needs require.

Nice To Haves

Professional HR certification such as SHRM-SCP or SPHR preferred.

Responsibilities

Translates people strategy and business objectives established by the CAO and executive leadership team into actionable HR priorities, programs, and operating plans that support growth, employee-ownership values, and workforce needs.
Serves as the senior HR advisor to the CAO and operational leadership on organizational design, workforce planning, talent risks, culture, leadership capability, and complex employee matters; elevates enterprise-level risks and recommendations to the CAO.
Provides enterprise-wide leadership for talent acquisition, onboarding, retention, employee relations, performance management, compensation, benefits, HR operations, and employment compliance.
Leads, coaches, and develops HR Managers and the Training and Development Manager; establishes clear roles, decision rights, service expectations, and accountability for results.
Ensures consistent, timely, and legally compliant resolution of complex or high-risk employee relations matters; advises leaders on investigations, corrective action, separations, and organizational risk.
Establishes and monitors HR policies, programs, procedures, and controls to promote consistency, scalability, operational effectiveness, and compliance across all locations.
Directs workforce planning and succession planning efforts; identifies critical roles, talent gaps, retention risks, and development priorities in partnership with business leaders.
Directs the administration and ongoing evaluation of compensation and benefits programs; monitors vendor performance, market competitiveness, compliance, employee experience, and program effectiveness; and develops plan design, benchmarking, and cost-management recommendations for CAO review.
Leads the Training and Development Manager in developing and executing learning initiatives that support the strategic direction established by the CAO, including onboarding effectiveness, leadership capability, technical proficiency, career pathways, and organizational priorities.
Leads the people, policy, and workforce components of change-management initiatives and partners with the CAO, Marketing, and operational leadership to ensure communications are timely, consistent, and aligned with approved organizational messaging.
Establishes and monitors HR metrics, dashboards, and workforce trends aligned with enterprise KPIs; evaluates results, identifies risks and opportunities, and provides the CAO with timely insights and recommendations for executive review.
Prepares the annual HR and Training and Development budget, manages approved expenditures, oversees vendor relationships and HR technology resources, monitors results, and recommends adjustments to the CAO to improve cost control, service quality, and return on investment.
Maintains current knowledge of employment laws, regulatory developments, market practices, and HR technology; proactively assesses organizational exposure, recommends appropriate mitigation, and implements approved actions.
Maintains a hands-on, service-oriented leadership approach and steps into day-to-day HR work when business needs require, including preparing and analyzing reports, resolving escalated issues, supporting critical processes, and providing coverage during periods of high volume or limited resources.
Performs other duties as assigned.