Sr Director Human Resources

Clarios•Glendale, AZ

62d•Onsite

About The Position

The HR Leader in this position will have holistic responsibility for all Human Resources aspects for the Data Centers & Connected Services business. This role will be accountable for building the leadership, talent, and cultural foundations required to scale a high-growth business and support the organization's ambitious expansion objectives. The role combines hands-on execution in the start-up phase with strategic capability-building as the organization grows. The HR Leader will partner closely with the leadership team to help accelerate our expansion into emerging energy storage, connected solutions, vehicle fleet, and data center markets. A strategic partner to the President of the business unit, the role will design and implement HR frameworks, policies, governance, and talent practices aligned with local regulations, cultural dynamics, and Clarios’ long-term growth objectives. Success in this role will be measured by both HR outcomes and the quality of the culture, leadership capability, talent density, and the organization's ability to scale rapidly. The HR Leader will report directly to the President of the business unit and has a functional reporting line to the CHRO of Clarios. The location will be our new HQ for this business. The Dallas region is a strong consideration.

Requirements

Minimum bachelor’s degree in Human Resources, Business or related field required
At least 10 years of progressive HR experience
Well-rounded HR leadership experience acting as a true partner to the business
Demonstrated ability to lead cross-functional teams
Significant experience in an international manufacturing/industrial company
Expertise across the entire HR activity portfolio
Strategic skillset and demonstrated experience with developing and implementing HR strategy
Experienced in setting up and driving talent management and people development
Excellent negotiation, presentation and communication skills with employees at all levels including senior mgmt. level
Highly collaborative, able to quickly establish credibility and trust within the organization
Ability to challenge the status quo in a constructive and tactful yet determined manner
Demonstrated experience building and sustaining high-performance cultures in growth-oriented organizations.
Track record of attracting, assessing, and developing talent for both performance and cultural alignment.

Responsibilities

Be a Business Partner to the President Data Centers & Connected Services, and her/his team delivers strategic HR leadership in the areas of organizational development, talent acquisition and retention, performance management, succession planning, benefits and compensation, employee relations, labor relations, diversity and inclusion, labor laws/legal compliance, and training and development programs.
Act as a trusted advisor and coach to the President and leadership team on leadership capability, succession, team effectiveness, organizational performance and change management
Design and implement the organizational structure for the business unit, defining reporting lines, role clarity, and workforce plans aligned with business strategy, embedding Clarios’ values and adapting to local market realities.
Develop and drive People Strategy in support of business and enterprise strategies; manage labor relations.
Partner with business leaders to ensure hiring decisions evaluate both capability and cultural fit, helping build a team that reflects and reinforces the desired organizational culture.
Own and drive the development of a high-performing, engaged, and accountable culture that enables rapid growth, strong execution, collaboration, and continuous development across the organization;
Work with global and regional teams to provide perspectives and action plans on how best to evolve company leadership, culture and strategy to ensure organizational effectiveness and design.
Develop and maintain HR reporting and analytics, providing insights on workforce planning, hiring, turnover, performance, engagement, and capability development.
Help ensure succession needs are met by offering counsel on employee engagement, leadership, training and development in order for the Company to remain well positioned for meet future challenges.
Partner with global and local Talent Acquisition team on all talent goals and objectives; Lead workforce planning for the business unit, and drive the development of local talent pipelines.
Create collaborative relationships with key leaders as well as the regional and global HR team.
Monitor and ensure the Company’s compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and modify policies and practices to maintain compliance in partnership with legal and labor relations team.
Reinforce and evolve the Company’s existing HR and employment policies ensuring awareness and consistency, in cooperation with HR business partners, leadership and legal counsel.