HR Director

Howmet Aerospace•Cleveland, OH

2d•Onsite

About The Position

Howmet Engine Products is seeking a dynamic and strategic HR Director to lead the HR center of excellence within the Howmet Engine Products Business Unit (BU). This highly visible role is responsible for driving HR strategies and programs in Compensation, Talent Acquisition, Workforce Planning & Analytics, and HR Programs. Supporting 36 sites across North America, Europe, and Asia, this position plays a critical role in enabling business performance through innovative people strategies, operational excellence, and data-driven decision-making. This position reports directly to the Vice President of Human Resources and is located in Cleveland, OH.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 10 years of progressive Human Resources leadership experience, including experience in a global organization.
Minimum of 5 years of Human Resources experience supporting manufacturing operations.
Demonstrated experience leading HR functions and teams across multiple locations.
Ability to travel up to 25%.
Applicants must be legally authorized to work in the United States. Employment eligibility verification will be required at the time of hire.
This position requires access to export-controlled information. Employment offers are contingent upon an applicant’s ability to lawfully obtain access to such information under applicable U.S. regulations.

Nice To Haves

Master’s degree in Human Resources, Business Administration, or a related field.
Proven ability to build, lead, and develop high-performing teams within a matrixed organization.
Strong business acumen and experience partnering with senior executives to drive organizational performance.
Strong analytical, problem-solving, and strategic thinking capabilities.
Previous experience leading compensation function in a multi-site organization highly desired.
Proven ability to lead advanced HR analytics and reporting initiatives.
Excellent communication, influencing, and relationship-building skills with the ability to collaborate effectively across global teams.
Ability to manage confidential and sensitive information with the highest level of discretion.

Responsibilities

Partner with the Vice President of HR, HR Directors, and business leaders to develop and execute strategic HR initiatives that support business objectives and align with corporate priorities.
Serve as a trusted advisor to senior leadership on compensation, talent acquisition, workforce planning, analytics, HR programs, and organizational effectiveness.
Lead and develop a high-performing team responsible for delivering scalable HR solutions across the business unit.
Lead the global compensation function, ensuring competitive and equitable pay practices across the organization.
Manage annual compensation planning processes, including salary reviews, incentive programs, and market benchmarking.
Conduct compensation analyses and provide guidance to HR teams and business leaders on compensation strategy and market competitiveness.
Oversee compensation survey participation and data analysis to support informed decision-making.
Lead the business unit Talent Acquisition team and associated programs, including professional recruiting, university relations, internship programs, rotational development programs, employer branding initiatives, and social media recruitment campaigns.
Develop and execute talent acquisition strategies that attract top talent while delivering an exceptional candidate experience.
Establish talent acquisition and workforce planning metrics/KPI’s, dashboards, and reporting to drive accountability and continuous improvement.
Partner with Corporate Talent Acquisition to implement best practices and advance recruiting capabilities across the organization.
Set target and drive initiatives to reduce reliance on external recruiting agencies and optimize recruiting costs.
Lead the development, standardization, and delivery of HR reporting and workforce analytics.
Establish and monitor key performance indicators including turnover, absenteeism, hiring effectiveness, workforce productivity, and other critical talent metrics.
Partner with Finance and Operations leaders to forecast workforce requirements and support strategic headcount planning.
Deliver actionable insights that support data-driven business decisions and workforce strategies.
Oversee key HR programs and processes to ensure consistency, compliance, and operational excellence across the organization.
Own HR manager training programs, HR policies, and HR communication platforms, including SharePoint and related resources.
Ensure compliance with applicable employment laws and regulations while minimizing organizational risk.
Partner with Legal and other stakeholders to address employment-related matters and maintain HR policy governance.
Oversee immigration processes and ensure a positive, compliant experience for employees and candidates requiring immigration support.
Foster a positive employee relations environment by promoting Company Values and expected leadership behaviors throughout the organization.