Sr. Director, Human Resources

NXTPoint Logistics•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 in over 35 U.S. locations. The role is part of the NXTPoint Leadership Team and translates business strategy into an integrated people agenda supporting customer, operational, product, and people priorities. The strategy is intended to enable 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 leader owns business-unit HR strategy and day-to-day HR execution. The role leads the business unit’s HR team and partners with enterprise HR central services to provide consistent, scalable support across talent acquisition, workforce planning, learning and development, employee engagement, employee relations, talent management, change leadership, and HR governance. The role 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 enterprise partnership; and leadership of the HR team. Travel is required as needed, up to 50% of the time, normally 10–25%. The stated work environment is a cubicle with moderate noise. The position involves frequent sitting and hand use, talking and hearing, and occasional lifting or moving of up to 10 pounds.

Requirements

Bachelor’s degree in human resources, business, or a related field required; the posting also lists supply chain management or 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 documents such as safety rules, operating and maintenance instructions, and procedure manuals; write routine reports; and speak effectively before groups of customers or employees.
Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume, and apply basic algebra concepts.
Ability to solve practical problems with limited standardization and interpret written, oral, diagram, or schedule 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 meet the stated physical demands, including occasional lifting or moving of up to 10 pounds; sitting, using hands, talking, and hearing regularly; and occasional reaching.
Specific vision abilities required include close vision and ability to adjust focus.

Nice To Haves

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

Responsibilities

Advise the President and senior leadership team on people, organization, workforce, business decisions, growth plans, operating priorities, and risk management.
Develop and execute annual and multi-year people strategies aligned with business objectives and the 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 investments, and recommend actions that 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 recruitment and labor metrics, remove operational barriers, and hold HR team members and business leaders accountable for timely decisions and 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 planning, 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 to address performance issues promptly, differentiate talent, strengthen bench capability, and create career pathways; engage proactively from the outset of 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 addressed consistently and promptly in partnership with the Chief People Officer and Legal as appropriate.
Lead the people workstream for major 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 on total rewards, payroll, benefits, HR technology, compliance, and other 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 and implement corrective action.
Establish HR operating reviews and dashboards tracking commitments, service quality, workforce outcomes, risks, and priorities.
Lead, organize, coach, and develop the business-unit HR team to deliver business partnership and consistent operational execution.
Set HR team 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%.