Sr. Director, Human Resources

Suddath Companies•Jacksonville, FL

23d

About The Position

The Sr. Director, Human Resources is the senior people leader for NXTPoint Logistics, an approximately $250 million third-party logistics company with more than 850 teammates across over 35 U.S. locations. As a member of the NXTPoint Leadership Team, this leader translates business strategy into an integrated people agenda that supports customer, operational, product, and people priorities, enabling profitable growth, operational execution, leadership capability, workforce readiness, and an engaged, accountable culture. Working closely with the President of NXTPoint Logistics and reporting to The Suddath Companies’ Chief People Officer, this position owns business-unit HR strategy and day-to-day execution. The role leads the business unit’s HR team and partners with enterprise HR central services to provide consistent, scalable solutions across talent acquisition, workforce planning, learning and development, employee engagement and relations, talent management, change leadership, and HR governance. The position leads strategic people and business planning; workforce planning, recruiting, and onboarding; talent management, succession, and leadership development; culture, engagement, employee relations, and change; HR operations and governance; and HR team leadership. The role requires executive-level partnership, sound business and financial judgment, and the ability to move between strategy and hands-on execution. Travel is required as needed, up to 50% of the time, though normally 10–25%. The work environment is a cubicle setting with usually moderate noise. The employee regularly sits, uses hands to finger, handle, or feel, and talks or hears; occasional lifting or moving of up to 10 pounds is required. The job description notes that duties may change and is not an exhaustive listing of responsibilities.

Requirements

Bachelor’s degree in human resources, business, or a related field is required; another education section also lists supply chain management and operations management as relevant fields.
At least 15 years of progressive HR experience, including at least 5 years in a senior HR leadership role.
Experience leading an HR team and partnering with corporate or shared-services functions in a multi-site, operational environment.
Demonstrated success developing strategy and converting it into disciplined, measurable execution.
Depth across talent strategy, organizational effectiveness and development, employee and labor relations, workforce planning, talent acquisition, performance management, and total rewards.
Expertise in change leadership, culture transformation, organization design, and executive coaching.
Strong business, financial, digital, and data acumen, including the ability to connect people decisions to operational and financial outcomes.
Executive presence and sound judgment; ability to influence, challenge constructively, communicate clearly, and build trust across diverse stakeholder groups.
Practical, results-driven leadership style and ability to move between enterprise strategy, business-unit priorities, and hands-on execution.
Executive leadership experience in a complex, multi-business, multi-location, or geographically dispersed organization.
Demonstrated experience developing learning and development and talent plans.
Demonstrated success leading large-scale change.
Strong financial acumen, including business-case development, investment prioritization, cost management, and benefit realization.
Ability to communicate effectively with executive leadership and employees at all levels; excellent written and verbal communication skills.
Ability to read and interpret safety rules, operating and maintenance instructions, procedure manuals, and similar documents; write routine reports; and speak effectively before groups.
Ability to calculate common figures and amounts, including percentages, and apply basic algebra.
Ability to solve practical problems with limited standardization and interpret written, oral, diagrammatic, or scheduled instructions.
Strong knowledge of Microsoft Office Suite and ability to learn and use move-management, accounting/billing, HRIS, timekeeping, and other job-related software applications.
Ability to prioritize and reprioritize as needs change, multitask, organize workflow, meet deadlines, and manage daily responsibilities.
Ability to travel as required, up to 50% of the time, normally 10–25%.
Ability to perform the described physical activities, including regular sitting, hand use, and talking or hearing; occasional reaching and lifting or moving up to 10 pounds.
Certificates, licenses, and registrations are not required.

Nice To Haves

Master’s degree or MBA preferred.
Experience in logistics, transportation, warehousing, distribution, or a related industry preferred.

Responsibilities

Advise the NXTPoint Logistics President and senior leadership team on people, organization, workforce, growth, operating priorities, and risk management.
Develop and execute annual and multi-year people strategies aligned with business objectives and The Suddath Companies’ enterprise HR strategy.
Translate business plans into measurable talent, organization, capability, culture, and workforce priorities, with owners, milestones, and executive reporting.
Use workforce, talent, and financial data to identify trends, test assumptions, prioritize investment, and recommend actions to improve business performance.
Provide executive coaching and counsel to strengthen leadership effectiveness, decision quality, accountability, and organizational health.
Lead workforce planning with operations and finance, including demand forecasting, labor capacity, critical-role analysis, staffing scenarios, and succession risks.
Own talent acquisition strategy and execution, including recruiting priorities, selection quality, hiring-manager capability, candidate experience, time-to-fill, and onboarding readiness.
Establish scalable recruiting and onboarding practices that support growth, new operations, acquisitions, seasonal demand, and hard-to-fill roles.
Review recruiting and labor metrics, remove operational barriers, and hold HR team members and business leaders accountable for timely decisions and disciplined execution.
Create onboarding processes with defined tasks for the first 30, 60, and 90 days.
Lead the talent cycle, including goal alignment, performance management, talent reviews, succession and development planning, and retention actions for critical talent.
Build succession depth for key leadership and operational roles, identify readiness gaps, and maintain development and contingency plans.
Partner with enterprise learning resources and business leaders to define capability needs and implement leadership, technical, compliance, and frontline development solutions.
Coach leaders on addressing performance issues, differentiating talent, strengthening bench capability, and creating career pathways; engage proactively in performance-management challenges.
Shape and reinforce a high-performance, people-centered culture grounded in accountability, collaboration, safety, service, and operational excellence.
Lead employee engagement strategy, turn feedback into practical action plans, and monitor follow-through and business impact.
Lead employee relations, ensuring concerns, investigations, corrective actions, and workplace issues are handled consistently and promptly, in partnership with the Chief People Officer and Legal as appropriate.
Lead the people workstream for business changes, integrations, organization redesigns, technology implementations, and employee communications.
Develop change, stakeholder, communication, and adoption plans to support sustained execution.
Ensure HR policies, practices, systems, records, and controls are implemented and maintained across operations.
Partner with central HR services to provide aligned support across total rewards, payroll, benefits, HR technology, compliance, and enterprise programs.
Clarify service-delivery roles, escalation paths, operating rhythms, and handoffs among the business-unit HR team, business leaders, and enterprise HR partners.
Monitor compliance with employment requirements, company policies, and governance standards; identify risks early and implement corrective action.
Establish HR operating reviews and dashboards to track commitments, service quality, workforce outcomes, risks, and priorities.
Lead, organize, coach, and develop the business-unit HR team; set its priorities, decision rights, service expectations, performance standards, and development goals.
Build a collaborative, solutions-oriented HR team that balances strategic thinking with timely, hands-on support.
Create succession and capability plans for the HR function and deploy resources to high-value business priorities.
Travel as required, up to 50% of the time, normally 10–25%.