HR Director

Masco Corporation•Indianapolis, IN

13d•$141,900 - $222,860•Hybrid

About The Position

At Delta Faucet, we are committed to transforming everyday experiences with water through innovative products and exceptional service. As a leader in the plumbing industry, we take pride in our dedication to quality, sustainability, and customer satisfaction. We believe that diverse perspectives strengthen our mission to create solutions that inspire and elevate the lives of all our customers. We welcome individuals from all backgrounds to join us on this journey toward inclusivity and excellence. Your Role at Delta Faucet: Delta Faucet Company is seeking a Director, HR Business Partnership – HR to provide strategic HR leadership for an assigned functional group and advance key organizational priorities across the business. The Director will also coordinate business-unit execution of enterprise talent and succession processes, ensuring that leadership decisions, successor development and organizational actions are implemented consistently across functions, manufacturing facilities and distribution centers. This role applies and activates enterprise frameworks within the business unit and partners closely with Corporate HR Centers of Expertise. This is a hybrid role in our Carmel, Indiana headquarters.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, Psychology or a related field.
Significant progressive experience in Human Resources, including experience serving as an HR Business Partner or providing broad-based HR consultation to senior business leaders.
Demonstrated experience supporting organization design, organizational effectiveness and significant organizational change.
Experience facilitating talent reviews, succession planning, leadership development or related people processes.
Strong understanding of business operations and the ability to connect people and organization decisions to business performance.
Experience working within a matrixed organization and influencing leaders without direct authority.
Strong consultation, facilitation, diagnosis and executive-communication skills.

Nice To Haves

Experience supporting a nationally dispersed manufacturing, distribution or operations-intensive organization.
Experience with acquisitions, integrations, operating-model transformation or large-scale organizational change.
Formal training or certification in change management, organizational development, assessment or facilitation.

Responsibilities

Serve as the primary HR Business Partner for an assigned functional group.
Develop a strong understanding of the function’s strategy, operations, organizational structure, talent and capability requirements.
Advise the functional leader and leadership team on organizational effectiveness, leadership, performance, talent and employee matters.
Translate business priorities into integrated people, organization and capability plans.
Coach leaders on team effectiveness, performance management, employee development and organizational change.
Lead function-specific talent, succession and organizational discussions.
Coordinate support from Employee Relations, Compensation, Benefits, Talent Acquisition and other specialized HR resources.
Identify and escalate significant employee, organizational, succession or retention risks.
Ensure leaders execute agreed-upon people, development and organizational actions.
Design and facilitate interventions that improve organizational structure, role clarity, decision effectiveness, cross-functional collaboration and leadership-team performance.
Evaluate whether organizational changes are producing the intended business and workforce outcomes.
Assess stakeholder impact, organizational readiness, leadership alignment, change risks and adoption barriers.
Partner with leaders, HR Business Partners and communications resources to develop practical change and engagement plans.
Equip leaders and managers to communicate change, address resistance and reinforce new expectations and ways of working.
Establish adoption measures and monitor whether changes are implemented and sustained.
Facilitate senior-leadership discussions to clarify design criteria, evaluate alternatives and align on recommendations.
Support organization design by clarifying capabilities, roles, accountabilities, spans, layers, governance and decision rights.
Partner with Corporate HR Centers of Expertise, Compensation and Legal to ensure proposed designs align with enterprise principles, job architecture and approval requirements.
Facilitate talent calibration across functions, manufacturing facilities and distribution centers.
Build an integrated view of successor readiness, retention risks, capability gaps and internal mobility opportunities.
Ensure talent and succession discussions result in specific, measurable actions.
Track development and succession commitments and reinforce leadership accountability for progress.
Support meaningful development plans for successors, high-potential employees and leaders in critical roles.
Facilitate leadership-team effectiveness sessions, talent discussions and capability workshops.
Lead change-management activities for significant business-unit initiatives, including organization redesign, operating-model changes, acquisitions, integrations, technology implementations and capability transformations.
Lead organizational diagnosis and design for significant business-unit, cross-functional and multisite initiatives.
Coordinate business-unit execution of enterprise talent-review and succession-planning processes.
Partner with HR Business Partners and leaders to identify critical roles, succession risks, leadership gaps, high-potential employees and development priorities.
Connect business-unit needs with available enterprise development programs, assessment resources and career opportunities.
Manages a team of three professionals responsible for learning & development, talent practices and talent acquisition