Senior Director of Human Resources

RelaDyne LLC•Warminster, PA

About The Position

The Senior Director of Human Resources is a key member of the Human Resources leadership team responsible for leading a team of HR Business Partners while also serving as the primary HR partner for an assigned business function or group of businesses. This role combines people leadership with hands-on strategic HR business partnership. The Senior Director will coach and develop HR Business Partners, strengthen consistency and effectiveness across the HRBP model, and partner with senior business leaders to translate business priorities into practical people strategies. The Senior Director will provide leadership across workforce planning, organizational effectiveness, talent management, employee relations, performance management, succession planning, change management, and leadership development. This position will work closely with Talent Acquisition, Total Rewards, HR Operations, Payroll, and other HR partners to deliver an integrated and consistent associate experience. Success in this role requires strong business acumen, sound judgment, executive presence, and the ability to balance strategic leadership with a willingness to engage directly in complex or high-priority HR matters.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent combination of education and relevant experience.
10+ years of progressive Human Resources experience, including significant HR Business Partner or generalist leadership experience.
Demonstrated experience leading and developing HR professionals.
Experience partnering directly with senior and executive-level business leaders.
Strong knowledge of employee relations, performance management, talent management, organizational design, workforce planning, and employment practices.
Demonstrated ability to manage complex and sensitive employee and organizational matters.
Strong business acumen with the ability to understand operational and financial priorities and connect them to people strategies.
Excellent communication, coaching, influencing, and relationship-building skills.
Ability to operate effectively in a fast-paced, multi-location organization with competing priorities.
Ability and willingness to travel as required.

Nice To Haves

Master's degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
SHRM-SCP, SPHR, or similar professional certification.
Experience supporting a geographically dispersed workforce.
Experience within distribution, transportation, industrial services, manufacturing, energy, or a related industry.
Experience supporting mergers, acquisitions, integrations, or significant organizational transformation.

Responsibilities

Lead, coach, and develop a team of approximately 3–6 HR Business Partners supporting multiple functions, business units, and/or geographic locations.
Establish clear expectations, priorities, and accountability for the HRBP team while creating opportunities for professional development and growth.
Strengthen the HRBP operating model by promoting consistent practices, proactive business partnership, and a high level of service to leaders and associates.
Provide guidance and escalation support to HR Business Partners on complex employee relations, organizational, performance, and leadership matters.
Promote collaboration across the HR organization and ensure HRBPs effectively leverage HR Centers of Excellence and shared resources.
Identify opportunities to improve HR processes, tools, communication, and overall effectiveness.
Maintain direct HR responsibility for an assigned core function, department, or business portfolio.
Serve as a trusted advisor to senior leaders, providing guidance on organizational structure, talent, workforce planning, leadership effectiveness, and people-related business decisions.
Develop a deep understanding of the assigned business, including its strategy, operations, talent needs, organizational challenges, and workforce trends.
Translate business priorities into actionable workforce and talent strategies.
Provide thoughtful, practical recommendations that balance business objectives, associate experience, risk, and organizational consistency.
Anticipate talent and organizational needs and proactively develop solutions rather than responding only to immediate issues.
Partner with leaders to assess organizational structure, capabilities, talent gaps, and future workforce needs.
Lead and support talent reviews, succession planning, leadership development, and workforce planning activities.
Identify critical roles and talent and help leaders develop appropriate succession and development strategies.
Coach leaders on performance management, associate development, engagement, retention, and organizational effectiveness.
Support organizational design and restructuring initiatives, including role clarity, spans and layers, workforce transitions, and change management.
Partner with Talent Acquisition on workforce planning, critical hiring needs, and recruiting strategies.
Support integration activities associated with acquisitions, organizational changes, and business growth.
Provide leadership and guidance on complex or sensitive employee relations matters.
Coach HR Business Partners and business leaders on performance management, corrective action, investigations, conflict resolution, and organizational risk.
Promote consistent application of company policies, practices, and employment standards across the organization.
Partner with appropriate internal and external resources on employment-related matters when necessary.
Identify trends in employee relations, turnover, engagement, and workforce data and recommend proactive solutions.
Partner with the CHRO and HR leadership team to develop and execute enterprise HR priorities.
Help translate enterprise HR strategy into practical solutions that can be effectively implemented within the business.
Partner with HR Centers of Excellence and functional teams, including Talent Acquisition, Total Rewards, HRIS, Payroll, Learning & Development, and Benefits.
Support annual HR processes including performance management, compensation planning, talent reviews, succession planning, and engagement initiatives.
Champion HR initiatives and ensure leaders understand the business rationale, expectations, and desired outcomes.
Use workforce data and HR metrics to identify trends, evaluate effectiveness, and support business decisions.
Drive continuous improvement and greater consistency across HR practices, processes, and the associate experience.
Serve as a change leader during periods of growth, integration, restructuring, and organizational transformation.
Partner with leaders to develop communication and change strategies that support successful implementation of business initiatives.
Reinforce RelaDyne's culture and Founding Principles of Reliable, Driven, Together, and Own It through leadership practices, talent decisions, and associate programs.
Promote a culture of accountability, collaboration, continuous improvement, and high performance.
Help leaders navigate organizational change while maintaining associate engagement and business continuity.