Human Resources Director

Vizient•Irving, TX

11d

About The Position

In this role, you will serve as a strategic advisor and trusted thought partner to leaders across assigned business areas. Leveraging strong business acumen and human resources expertise, you will develop and execute people strategies that align workforce capabilities with business objectives and drive organizational success. You will partner closely with business leaders and HR Centers of Excellence to design and deliver integrated talent solutions that enhance organizational effectiveness and support long-term business growth. This includes providing strategic counsel on organizational design, workforce planning, succession planning, employee engagement, leadership development, change management, and talent retention. Through data-driven insights, proactive consultation, and collaborative partnership, you will help leaders navigate complex workforce challenges, strengthen organizational capability, and foster a high-performing culture where employees are equipped and empowered to achieve business results.

Requirements

Relevant degree in Human Resources, Business, Organizational Development, or related field preferred.
Advanced degree preferred.
7 or more years of relevant experience in human resources business partnership, employee relations, organizational effectiveness, talent management, workforce planning, and leadership development required.
Knowledge and experience building high-performing teams and fostering organizational effectiveness, including supporting leaders through organizational change, employee engagement initiatives, and complex talent challenges.
Strong knowledge of employment laws, compliance requirements, and HR best practices.
Skilled in coaching, consulting, conflict resolution, influencing, problem-solving, and relationship management while effectively partnering with leaders at multiple levels of the organization.
Strong analytical skills with the ability to interpret workforce data and translate insights into actionable recommendations.
Excellent written, verbal, presentation, facilitation, and interpersonal communication skills.
Demonstrated ability to work effectively in a matrixed environment and collaborate across HR Centers of Excellence.
Demonstrated executive presence, professional maturity, and sound judgment when partnering with senior leaders and navigating complex organizational issues.
Ability to handle sensitive and confidential information with professionalism and discretion.

Nice To Haves

Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
Willingness to travel, as needed.

Responsibilities

Serves as a strategic business partner and advisor to assigned Senior Leaders and their respective management teams.
Understands business objectives, industry conditions, workforce dynamics, and organizational trends, and develops strategies to address business and talent needs.
Analyzes workforce and people-related data while considering internal and external influences to identify trends, common themes, emerging concerns, and opportunities; provides recommendations to leaders and stakeholders.
Facilitates strategic discussions with leaders and HR Centers of Excellence (COEs) to develop integrated solutions that address talent-related challenges, including retention, employee engagement, change management, leadership development, and workforce effectiveness.
Utilizes leadership assessment, competency, and development tools to evaluate leadership capabilities and support talent and succession planning efforts.
Maintains in-depth knowledge of federal, state, and local employment laws and regulations to minimize organizational risk and ensure compliance; partners with Legal as needed.
Supports efforts to enhance bench strength and retain key talent through succession planning, career development, leadership development, talent reviews, and team-building initiatives.
Identifies organizational, leadership, and employee development needs, including executive coaching opportunities and targeted training initiatives.
Provides guidance and consultation regarding organizational design, workforce planning, talent strategies, and succession planning.
Leverages existing assessment tools and recommends new methodologies to evaluate organizational effectiveness, leadership capability, and team performance.
Facilitates organizational effectiveness programs and initiatives designed to improve business performance, employee engagement, leadership effectiveness, and organizational health.
Consults with leaders on employee relations matters, performance management, conflict resolution, and other complex workforce issues.
Partners with Talent Acquisition to support strategic workforce planning, recruitment activities, critical hiring initiatives, and talent pipeline development.
Leads or participates in enterprise-wide HR initiatives and continuous improvement efforts that enhance the employee experience and organizational effectiveness.