Sr Director Human Resources
About The Position
It's exciting to work for a company that makes the world measurably better. We're committed to bringing safety, quality, and customer focus to the business of advanced ceramics manufacturing. As the Senior Director, HR Business Partner, you serve as the lead HR partner aligned to a global or multi-region business unit or major function/s, acting as a trusted advisor to the global business leader/s and their leadership team. You will be accountable for translating business strategy into integrated people strategies, organizational decisions, and workforce actions that directly impact performance, growth, and long-term value creation. Operating at the intersection of business strategy, talent, and operations, you will shape organizational capability, drive workforce planning tied to financial outcomes, and ensure the business is equipped with the leadership, skills, and culture required to deliver results. The role balances strategic foresight with pragmatic execution in complex, global manufacturing environments. You will lead the HRBP team for the business unit or major function/s and ensure alignment across regions and integration with HR Centers of Excellence (COEs), HR Operations, and enterprise priorities. Decisions made in this role directly affect the organizational capability, workforce investment strategy, and talent readiness of a global business unit or major function, with downstream impact on operating performance and enterprise value.
Requirements
- Bachelor’s degree required
- 15–20+ years progressive HR experience
- Experience in complex, global, multi-site manufacturing environments
- Senior-level HR business partnership experience (multinational functional leaders or C-level leaders)
- 5+ years in leading geographically dispersed teams
- Strong business and financial acumen
- Executive influencing and coaching skills
- Expertise in org design, workforce planning, and talent strategy
- Data-driven decision-making
- Ability to lead in complex, global environments
- Business leader first, HR leader second
- Operates as effectively at the executive level as the operator level
- Translates strategy into action
- Balances global and local needs
- Focuses on impact and outcomes
Nice To Haves
- advanced degree preferred
Responsibilities
- Partner with global business leader/s and their leadership team to shape and execute business strategy through people decisions
- Translate strategic priorities into workforce implications, risks, and action plans
- Influence executive decision-making on enterprise-impacting people matters, shaping how the business approaches talent trade-offs, succession decisions, and organizational investments
- Navigate high-impact, time-sensitive talent and organizational decisions where misalignment with business strategy may result in significant workforce disruption, impaired business unit performance, or failed integration outcomes
- Align talent strategy with operational and financial outcomes including productivity and EBITDA
- Lead integrated workforce planning (growth, restructuring, scenario planning)
- Support investment and footprint decisions considering labor, skills, and cost
- Anticipate and mitigate the consequences of workforce misalignment through planning and cross-functional coordination (e.g. talent gaps in critical roles, cost overruns, etc.)
- Coordinate and lead all people-related activities in M&A diligence and integration
- Address highly complex, ambiguous, and cross-functional workforce challenges where solutions require original thinking and cross-functional coordination (e.g. competing talent demands, labor market disruptions, evolving regulatory landscapes)
- Coach executives on leadership, team dynamics, and effectiveness
- Strengthen leadership team performance and alignment
- Drive org design, succession planning, and leadership development
- Ensure robust talent pipelines for business critical technical, operational, and leadership roles
- Serve as a credible voice in senior leadership forums, providing candid, evidence-based counsel on leadership effectiveness, team health, and organizational readiness that directly informs business unit strategy
- Drive a high-performance, inclusive culture
- Lead engagement and employee experience strategies
- Lead and support large-scale change and transformation initiatives
- Use data to inform workforce decisions, fit-for-purpose employee experience practices, and identify trends
- Drive employee experience continuous improvement and reduce complexity
- Lead HRBP team aligned to the business unit or major function/s.
- Coach and develop a team of HR Business Partners to enhance consultative, strategic partnership capabilities and execution excellence.
- Build and foster leadership capability and workforce flexibility
- Manage the HRBP team budget and headcount for the aligned business unit or function
- Partner with COEs on integrated HR solutions and programs
- Drive adoption of digital, automation, and AI-enabled HR capabilities
- Oversee complex or large scale employee relations and labor issues
- Ensure compliance with employment laws and company policies while proactively managing organizational risks.
- Guide workforce growth, transitions and restructuring efforts
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What This Job Offers
Job Type
Full-time
Career Level
Executive
