Director Jobs

About The Position

Requirements

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Education, Psychology, or a related field
• 8+ years of progressive Human Resources experience
• 2+ years of experience with significant responsibility in learning and development, organizational effectiveness, and/or talent management.
• Experience in an organization with a large non-exempt workforce, preferably in a matrixed, multi-location business.
• Demonstrated success in leadership development, succession planning, organizational change, and HR transformation initiatives.
• Experience with HR technology implementations and large-scale cross-functional projects.
• Strong understanding of instructional design, adult learning principles, organizational development, and talent management.
• Excellent executive communication, facilitation, coaching, and presentation skills.
• Proven ability to influence leaders and drive results in a collaborative environment.
• Strong analytical, strategic planning, organizational, and project management capabilities.

Nice To Haves

• Brings a high-energy, relationship-focused approach with the resilience to thrive in dynamic environments.

Responsibilities

• Partner with the Executive Vice President of Human Resources to develop and execute the organization's strategy for learning, leadership development, talent management, and organizational effectiveness.
• Design onboarding, leadership development, technical, functional, compliance, and professional development programs for field and corporate employees using instructor-led, virtual, e-learning, and self-paced learning solutions.
• Develop enterprise learning curricula, competency models, career pathways, and development frameworks, while measuring program effectiveness through business outcomes and performance metrics.
• Lead and execute the creation and maintenance of initiatives that strengthen organizational culture, employee engagement, inclusion, collaboration, and organizational effectiveness.
• Create and maintain processes around talent management initiatives including succession planning, leadership pipeline development, career pathing, talent reviews, workforce planning, and Individual Development Plans (IDPs).
• Partner with HR Business Partners and business leaders to assess organizational capability gaps and implement targeted talent and development strategies.
• Develop, standardize, and continuously improve HR processes, templates, workflows, SOPs, and operations to drive consistency, efficiency, and compliance.
• Lead project management for enterprise HR technology initiatives, including HRIS, Learning Management Systems (LMS), performance management, talent management, and other strategic system implementations.
• Drive organizational change management by developing implementation strategies, communication plans, stakeholder engagement, and adoption initiatives for business transformations and technology implementations.
• Partner with leaders to enhance organizational design, leadership effectiveness, employee development, and an inclusive, high-performing workplace.
• Establish and monitor key performance indicators (KPIs) and dashboards to evaluate learning effectiveness, employee engagement, talent development, succession readiness, leadership bench strength, and organizational health.

Benefits

• Comprehensive health, dental, and vision benefits
• Life insurance and Disability
• Retirement and 401(k) match
• Paid time off and sick time and volunteer time
• EAP Resources
• Other discounts