Senior Director, Division HR

Alamo Group Inc. • New Braunfels, TX

5d

About The Position

The Sr. Director, Division HR serves as a strategic and proactive HR partner, driving people strategies that align with business objectives that position the division for future growth. Reporting to the Vice President, Human Resources, this role plays a critical part in workforce planning, leadership development, employee engagement and cultural transformation to ensure the organization is prepared to meet evolving business demands.

This role serves as a trusted advisor to division leadership and site HR teams, translating organizational needs into actionable HR solutions that enhance operational effectiveness and talent readiness.

Requirements

• Strong ability to drive change adoption, influence stakeholders and manage resistance in dynamic environments.
• Ability to translate business needs into HR solutions that enhance productivity, retention and leadership effectiveness.
• Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership techniques and coordination of people and resources.
• Strong knowledge of principles and procedures for succession planning, talent management and performance management to include recruitment, selection, training, retention and engagement, compensation and benefits and employee and labor relations.
• Adept at the leadership and management of change with the ability to diagnose and solve problems, articulate a plan and implement solutions.
• Expertise in managing complex employee relations issues, including investigations, performance management, disciplinary actions and conflict resolutions, ensuring fair and consistent application of policies across multiple sites.
• Strong critical thinking skills to analyze HR metrics, forecast workforce trends, and develop proactive solutions.
• Able to motivate, develop and direct people to perform at their highest potential with the ability to identify and place the best people in the right job, hold people accountable for performance, coach for improvement and reward and retain talent.
• Exceptional communication, negotiation and influencing skills to build relationships with senior leaders and employees at all levels.
• Ability to coach and mentor leaders at all levels, building strong people leaders and future-ready teams..
• Ability to proactively identify and mitigate HR-related risks while maintaining ethical business practices.
• Knowledge of applicable federal, country, province and state laws, regulations and agency rules pertaining to human resources management and compliance, employee relations and OFCCP.
• Knowledge and experience with contemporary HR Information Systems (HRIS) applications, HR software platforms, process automation and leading HR systems practices to improve HR efficiency and decision-making
• Knowledge of budgeting and general accounting principles and practices.
• Able to work irregular and/or extended hours including weekends and holidays as needed.
• Able to travel overnight frequently and occasionally on short notice; domestic travel approximately 25-40% to include international travel.
• Demonstrated ability to exhibit and model Alamo Group’s Core Leadership Competencies: Leading Change / Change Management: Ability to drive improvement of team, division, and corporate goals and objectives through people. Ability to balance change and continually strive to improve business performance. Leading People / Teamwork: Ability to design and implement strategies which maximize employees’ potential and foster high ethical standards in meeting the team, division, and corporate objectives. Communication: Ability to explain, advocate, and express facts and ideas in a convincing manner, and negotiate with individuals and groups internally and externally. The ability to develop internal and external networks and identify the issues that impact the work of the organization. Business Acumen: Understands and interprets business financials and metrics and utilizes latest business strategies. Focuses on outcomes and creates opportunities for success. Acquires and utilizes human, financial, material and information resources effectively. Results Driven: Ability to make timely and effective decisions and produce results through planning and the implementation and evaluation of business metrics, systems, policies, and program; stressing accountability and continuous improvement.
• Bachelor’s degree in Human Resources, Business, or related field is required
• 8+ years of progressive HR experience, with at least 3 years leading teams with significant exposure to employee relations, talent development, and workforce planning.
• Strong knowledge of employment laws and regulations in the US, Canada, and South America.
• Proven track record of developing and implementing HR strategies that deliver measurable business impact.
• Expertise in employee relations.
• Exceptional leadership and talent management skills, with experience leading geographically dispersed teams.

Nice To Haves

• Master’s degree in Human Resources or MBA preferred.
• Professional HR certification at the senior or global level is preferred.
• Experience in a global manufacturing or industrial environment preferred.
• Experience leading the HR function through M&A integration, restructuring, and workforce transitions is preferred.

Responsibilities

• Align HR strategies with division objectives, ensuring workforce planning and talent management support business growth.
• Serve as the primary advisor to division leadership and site HR teams on employee relations strategies, workplace investigations and conflict resolution, ensuring consistency and compliance with company policies and employment laws while mitigating legal and reputational risks.
• Act as a trusted advisor to division leadership, providing data-driven HR insights and strategic recommendations.
• Execute HR initiatives that align with global priorities.
• Develop and execute workforce planning strategies, ensuring staffing aligns with seasonality and growth initiatives.
• Drive performance management programs, business unit succession planning and leadership pipeline development in coordination with the Global Talent Management team.
• Partner with site HR teams and the Centers of Excellence to improve hiring, retention and internal mobility strategies.
• Provide guidance and direct support to site HR teams, ensuring alignment with corporate and divisional HR objectives.
• Lead the onboarding, coaching, and development of new site HR managers to accelerate their effectiveness.
• Partner with HR teams to streamline HR processes, enhance operational efficiency and address workforce challenges.
• Ensure HR policies, procedures and programs are consistently applied across division locations, adhering to local labor laws and company standards.
• Partner with HR COEs, including Total Rewards, Talent Management and HRIS, to drive process improvements and HR technology enhancements.
• Monitor and mitigate HR-related risks, ensuring compliance with employment laws and ethical business practices.
• Champion division-wide employee engagement initiatives, analyzing data and implementing strategies to improve workplace culture.
• Implement recognition and reward programs aligned with divisional and organizational wide goals.
• Support change management efforts that align with company values and operational goals.
• Drive the implementation of performance management processes, ensuring accountability and continuous improvement.
• Work with the Talent Management COE to deploy leadership development programs that build critical skills and capabilities within the division.
• Utilize HR metrics and analytics to measure effectiveness and drive decision-making.
• Lead and/or partner with VP of HR and HR CoE Managers to facilitate organizational transformation initiatives, including consolidations, restructuring, and M&A actions.
• Conduct M&A HR due diligence and lead post-acquisition change management and integration activities to ensure a smooth transition and successful integration for impacted employees.

Benefits

• Medical, Dental, and Vision Coverage (on this first day of employment!)
• 401(k) Retirement Savings Program with a Company Match (on this first day of employment!)
• Profit Sharing Bonus
• Paid Vacation, Sick Leave, and Holidays
• Company Paid Short and Long-Term Disability Programs
• Wellness Programs
• Employee Assistance Programs
• Training and Develop Programs through the Alamo Group Learning & Development Academy
• And much more!

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Number of Employees: 11-50 employees