Senior Director - HR, Engines

Rehlko•Glendale, WI

6d•$196,000 - $257,250•Hybrid

About The Position

The Senior Director, Human Resources serves as the senior HR leader for the global Engines business. This executive is responsible for providing vision, direction, and leadership for all people strategies supporting business growth, operational excellence, and organizational effectiveness across engineering, manufacturing, operations, sales, and aftermarket functions globally. The successful candidate will be a trusted business partner to the Engines Leadership Team, ensuring that talent, organizational capabilities, workforce planning, and culture are aligned with the strategic priorities of the business. This individual will lead a global HR team and drive initiatives that strengthen leadership capability, employee engagement, succession planning, and business performance.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
Minimum of 10 years of progressive Human Resources leadership experience or significant business leadership experience with demonstrated people leadership responsibility.
Proven experience partnering with senior executives to develop and execute talent and organizational strategies.
Experience leading workforce planning, succession planning, organizational design, change management, and leadership development initiatives.
Strong business acumen and ability to connect business strategy with talent outcomes.
Experience leading teams and influencing outcomes across global, matrixed organizations.
Applicants must be authorized to work in the US without requiring sponsorship now or in the future.

Nice To Haves

Delivering a three-year talent strategy aligned to business growth objectives.
Building strong succession pipelines and leadership bench strength across critical roles.
Improving employee engagement, manager effectiveness, and retention of key talent.
Enhancing organizational effectiveness through workforce planning, organization design, and leadership development.
Supporting expansion, innovation, and business growth through strategic talent initiatives and organizational capability building.

Responsibilities

Serve as a key member of the Engines Leadership Team and a trusted advisor
Align talent, organizational, and workforce strategies with business objectives and long-term growth plans.
Ensure human capital considerations are incorporated into major business decisions, organizational changes, workforce strategies, and transformation initiatives.
Provide coaching and guidance to leaders on organizational effectiveness, leadership, talent, and culture.
Develop and execute a multi-year talent strategy supporting the current and future needs of the Engines business.
Lead organization design and workforce optimization initiatives to improve efficiency, scalability, and business performance.
Utilize workforce analytics and business insights to drive organizational effectiveness and decision-making.
Identify capability gaps and develop plans to build organizational readiness for future growth opportunities.
Foster a culture that promotes accountability, engagement, inclusion, continuous improvement, and innovation.
Partner with Centers of Excellence to attract, develop, retain, and reward top talent globally.
Lead initiatives focused on leadership development, employee engagement, retention, and career growth.
Ensure effective employee relations practices that create a positive and high-performing work environment.
Support labor relations activities and collaborate with works councils, union representatives, and business leaders where applicable.
Partner with the Total Rewards Center of Excellence to ensure compensation and benefits programs remain internally equitable and externally competitive.
Evaluate workforce needs and organizational investments to ensure effective deployment of human capital resources.
Support talent acquisition strategies and workforce planning initiatives that strengthen organizational capability.
Lead the people strategy for business transformations, acquisitions, integrations, restructuring initiatives, and organizational changes.
Conduct talent assessments, organizational due diligence, and change readiness planning to support successful business outcomes.
Develop and execute change management strategies that enable organizational agility and growth.