Senior Director, Human Resources & Organizational Effectiveness

Intrepid Potash•Denver, CO

52d•$205,000 - $225,000

About The Position

The Senior Director of Human Resources & Organizational Effectiveness serves as a strategic and proactive leader, accountable for enhancing organizational capacity, leadership performance, and people systems throughout a complex, multi-site organization. This role is based in Denver with travel up to 50%. This position collaborates extensively with executive and operational leadership to translate business strategies into effective, scalable human resources solutions. The Senior Director will lead the HR Business Partner model to ensure alignment of people strategies with business, operational, and financial goals across all locations, and will equip leaders to manage performance, talent, engagement, and organizational change effectively. Additionally, this role will contribute significantly to culture and change initiatives and will support growth, integration, and performance improvement efforts, while maintaining a strong focus on day-to-day operations. This position is ideal for a senior HR leader who brings strong business acumen, thrives in entrepreneurial environments, and is comfortable operating both strategically and tactically.

Requirements

15+ years of progressive HR experience, including senior-level leadership responsibility.
10+ years leading HR business partners
Strong background supporting multi-site, operationally focused organizations.
Demonstrated ability to align people strategies with business and financial outcomes.
Experience operating in growth, transformation, or change-oriented environments.
Proven capability to design and implement practical, scalable HR solutions.

Nice To Haves

Experience in private equity–backed, entrepreneurial, or asset-intensive industries (e.g., energy, manufacturing, industrial services, real estate).
Exposure to M&A, integration, or organizational restructuring.
Experience partnering directly with executive leaders and operations teams.
Business-minded HR leader with a bias for execution and results.
Practical, analytical, and able to cut through complexity.
Trusted advisor and coach who builds credibility through presence, consistency, and follow-through.
Collaborative, high-integrity leader who balances care for people with accountability for performance.
Comfortable being both visible in the organization and working behind the scenes to enable leaders’ success.

Responsibilities

Strategic HR Partnership: Serve as a trusted thought partner to senior leaders, providing practical guidance on organizational design, talent, and leadership effectiveness.
Translate business priorities into clear people strategies, workforce plans, and execution roadmaps.
Support enterprise initiatives including growth, restructuring, integration, or operational transformation.
Culture & Organizational Effectiveness: Help define, reinforce, and operationalize the company’s culture through leadership expectations, systems, and behaviors.
Identify organizational friction points and implement solutions that simplify processes and improve clarity and accountability.
Support change management efforts across teams, functions, and geographies.
Talent & Leadership Development: Lead talent management processes including succession planning, performance management, and leadership development.
Coach and advise senior leaders and people managers to strengthen leadership capability and consistency. Build practical development frameworks that align leadership behaviors with business outcomes.
Human Resources Leadership: Provide leadership and oversight for core HR functions, including HR business partners, employee relations, talent acquisition, and compliance.
Ensure HR programs are scalable, data-informed, and aligned with organizational maturity and growth plans.
Maintain strong relationships with operational leaders through regular site engagement and visibility.
Enterprise HR Business Partner Leadership: Own and evolve the enterprise HR Business Partner operating model, setting expectations, capability standards, and outcomes.
Lead, mentor, and develop HR Business Partners to operate as trusted advisors to senior and site leadership.
Ensure HRBP alignment with operational, safety, and financial priorities.
Data, Systems & Continuous Improvement: Use workforce data and metrics to identify trends, assess risk, and guide decision-making.
Improve HR processes and systems to enhance efficiency, consistency, and user experience.
Balance rigor and discipline with practicality and speed of execution.
Cross-Functional & Special Projects: Partner with or support related corporate functions (e.g., communications, safety, IT, or risk management) as needed.
Lead or contribute to M&A-related HR workstreams, including due diligence, integration, and workforce transitions.
Support leadership and employee communications during periods of change.