Human Resources Director Jobs

About The Position

Requirements

• Bachelor’s degree preferred
• 8-10 years of progressive HR Business Partner, Organizational Effectiveness, or related HR experience, strong business acumen plus 2-3 years management experience.
• Experience supporting complex, global organizations through periods of transformation and growth.
• Proven HR Generalist skills including employee relations, employment law, employee engagement, succession planning, comp, performance management, workforce planning, recruitment, and training and development.
• Strong analytical and data-driven decision-making capabilities to deliver HR programs and strategies that effectively address business issues.
• Track record of achieving results that contribute significantly to the business.
• Proven ability to influence without authority and navigate matrixed organizations.
• Excellent communication and interpersonal skills, problem-solving and decision-making skills, and ability to handle sensitive situations/documentation.

Nice To Haves

• Strategic HR professional with strong organizational effectiveness and talent management expertise.
• Trusted advisor who can influence leaders and build credibility across senior stakeholder groups.
• Strong analytical thinker who uses data and insights to inform talent and organizational decisions.
• Effective change agent who can support leaders through periods of transformation.
• Collaborative partner who works effectively across HR Centers of Excellence, recruiting, compensation, and business leadership.
• Capable of balancing strategic consulting with operational execution in a fast-paced and evolving environment.

Responsibilities

• Partner with the VP, HR and IPA leadership team to translate business priorities into talent and organizational strategies.
• Advise leaders on organizational effectiveness, workforce planning, team design, role clarity, and organizational effectiveness.
• Support organizational design and transformation initiatives that improve scale, effectiveness, and performance.
• Lead and support talent review, succession planning, and leadership development processes across the business.
• Identify critical talent and capability gaps, accelerate development of high-potential talent, and implement retention strategies for key roles and specialized skill sets.
• Partner with leaders to build diverse succession pipelines and strengthen overall bench strength.
• Serve as a trusted advisor to leadership team.
• Coach leaders on performance management, leadership effectiveness, employee engagement, and talent decisions.
• Develop and execute change management plans that support adoption, business continuity, and associate experience.
• Provide guidance and address associate concerns and employee relations matters with sound judgment and business partnership.
• Conduct investigations and recommend solutions that balance business objectives, associate experience, and organizational risk.
• Partner with Legal and HR Centers of Excellence on sensitive or complex matters while ensuring compliance with applicable employment laws and company policies.
• Partner with business leaders and Talent Acquisition to attract, retain, and develop talent in highly competitive markets and specialty skill areas.
• Support annual compensation planning and reward processes.
• Partner with leaders and Compensation to ensure pay decisions align with performance, market competitiveness, talent retention priorities, and business objectives.

Benefits

• world-class benefits
• highly competitive compensation
• disproportionate rewards for top performers
• hybrid work environment
• flexibility and support
• generous PTO
• 401k match up to $7,200 per year
• opportunity to purchase company stock at a discount