People Director

Bimbo Bakeries USA•Irving, TX

12h•$126,100 - $176,500•Onsite

About The Position

The Director, People is the senior People business partner for assigned corporate functions, including Finance, Marketing, Commercial Strategy, Business Development, Transformation, Business Technology, and other shared services. The role translates business strategy into an integrated people agenda and is accountable for driving organizational effectiveness, leadership capability, workforce planning, talent outcomes, associate engagement, and responsible risk management. The Director advises senior executives, leads enterprise and cross-functional People initiatives, and mobilizes People COEs and business partners to deliver measurable business and workforce outcomes. The role also leads and develops a small team, sets priorities, and ensures consistent, high-quality execution across the supported functions.

Requirements

10+ years of progressive People or Human Resources experience, including broad HR business partnership responsibility.
5+ years advising senior executives and leading complex people and organization initiatives in a corporate or matrixed environment.
Demonstrated success in organization design, workforce planning, talent management, change leadership, executive coaching, and complex associate relations.
Experience leading a team and influencing outcomes across COEs and stakeholders without direct authority.
Experience supporting corporate functions such as Finance, Marketing, Sales or Commercial, Business Technology, Transformation, or shared services.
Strong business, analytical, executive communication, and judgment capabilities.
Bachelor's degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field required.

Nice To Haves

Master's degree or J.D. preferred.
SHRM-SCP, SPHR, or equivalent professional certification preferred.

Responsibilities

Serve as the primary People advisor to executive and senior functional leaders, bringing an enterprise perspective to business decisions and operating priorities.
Develop and execute multi-year and annual people strategies aligned with functional objectives, enterprise priorities, and the People plan.
Translate business needs into clear workforce, organization, talent, culture, and change priorities with defined outcomes, owners, and operating cadence.
Use sound judgment to challenge, influence, and align leaders on complex or sensitive people decisions.
Lead organization design, operating model, role clarity, spans and layers, and capability planning efforts that improve effectiveness, scalability, and decision quality.
Lead strategic workforce planning by assessing capacity, critical skills, location strategy, succession risk, and future talent demand.
Apply workforce data, external insights, and business context to identify trends, frame options, and recommend action.
Lead the people strategy and adoption plan for transformations, restructures, integrations, and other significant organizational changes.
Own the quality and execution of talent review, succession planning, performance, potential, and development processes across assigned functions.
Coach senior leaders to strengthen leadership effectiveness, team performance, accountability, and inclusive decision-making.
Partner with Talent COEs and leaders to build diverse succession pipelines, accelerate critical talent, and improve internal mobility and retention.
Shape talent acquisition and onboarding strategies for critical and leadership roles, ensuring role clarity, selection rigor, and effective integration.
Diagnose engagement and culture opportunities and hold leaders accountable for focused, measurable action plans.
Champion an inclusive, high-performance culture through leader behavior, team practices, recognition, communication, and change leadership.
Monitor workforce sentiment and organizational health, surfacing material themes and recommendations to leadership.
Provide leadership on complex, high-risk associate relations matters and investigations, partnering with Legal, Compliance, and other specialists as appropriate.
Ensure fair and consistent application of policies, practices, and employment requirements while balancing associate experience and business needs.
Identify emerging people risks, establish mitigation plans, and escalate significant issues with clear facts, options, and recommendations.
Lead, coach, and develop the People team by setting clear priorities, standards, decision rights, and development expectations.
Orchestrate support across People COEs and shared services, clarifying ownership and ensuring an integrated experience for leaders and associates.
Improve People routines, tools, and processes to increase quality, speed, consistency, and strategic capacity.
Communicate progress, risks, and outcomes through concise executive updates, workforce insights, and people scorecards.