Human Resources Director Jobs

About The Position

Requirements

• Experience partnering with Data, Technology, Engineering, Product, AI/Analytics, Cybersecurity, or other highly technical organizations in complex, fast-moving environments.
• Strong understanding of Data/Technology/AI operating models and the organizational implications of AI-driven transformation, evolving skills, and changing delivery models.
• Demonstrated ability to leverage data, analytics, and AI to identify trends, inform decisions, drive accountability, and improve outcomes.
• Proven experience applying AI within HRBP workflows to enhance decision support, streamline processes, and improve productivity and quality of work.
• Advanced expertise in organizational effectiveness, change leadership, culture shaping, and organization design.
• Deep experience in strategic workforce planning, including capability development, succession planning, and long-term talent strategies.
• Track record of developing and implementing forward-thinking, enterprise-level HR strategies with broad organizational impact.
• Bachelor’s degree required; 12+ years of progressive HR experience (or equivalent), including significant partnership with senior leaders in complex, technology-enabled organizations.
• Recognized strategic HR business partner with a proven ability to influence senior executives, shape function-wide priorities, and connect people decisions to measurable business outcomes (delivery, quality, risk, operational effectiveness).
• Strategic and execution-oriented leader who moves effectively from vision to implementation, driving adoption through disciplined program and project management.
• Strong business acumen with the ability to translate organizational and talent decisions into impact on speed, quality, risk management, and results.
• Highly effective communicator and influencer, providing clear, pragmatic guidance and coaching leaders through ambiguity and transformation.
• Demonstrates leadership presence and credibility to partner collaboratively with executives, HR peers, and employees at all levels.
• Agile, forward-thinking, and quick to synthesize complex, rapidly changing information into sound decisions and actions.
• Collaborative, high-energy leader who operates with confidence and humility, adapts across leadership styles, and works effectively in team-based environments.
• Brings grit, resilience, sound judgment, integrity, curiosity, and emotional intelligence, aligned with Vertex’s mindset of continuous improvement, innovation, and change.

Responsibilities

• Serve as the primary HR partner to the CDIO and Data/Tech/AI leadership team, translating business, technology, and AI strategy into a prioritized, integrated people and organizational agenda, and influencing executive decisions through clear options, tradeoffs, and data-backed recommendations tied to delivery outcomes.
• Ensure disciplined execution of the annual people operating cadence through leaders (goal setting, performance and talent reviews), with an emphasis on quality, fairness, and business relevance.
• Lead change to embed and mature the Data/Tech/AI operating model across the enterprise by maintaining a durable case for change, activating sponsors and stakeholders, enabling leaders, and using adoption measures to sustain new decision rights, governance, and ways of working.
• Act as the chief architect for Data/Tech/AI organizational design and effectiveness, leading the evolution of structure, role clarity, spans and layers, leadership interfaces, and operating mechanisms that reduce friction, improve delivery velocity, and strengthen accountability in a rapidly changing environment.
• Own the talent strategy for Data/Tech/AI capability and job families enterprise-wide maintaining the role architecture, skills expectations, selection standards, development pathways, and succession depth so critical capabilities scale consistently across Vertex.
• Drive strategies to attract, develop, and retain high-quality technical and leadership talent, proactively closing capability gaps through targeted build/buy/borrow approaches, internal mobility and upskilling/reskilling pathways as roles evolve with AI, and location strategies that expand access to scarce talent while balancing cost, speed, and business needs, supported by focused retention actions for critical roles.
• Elevate leadership and team performance by coaching the senior leaders, designing and facilitating a structured leadership team journeys that strengthens cohesion, decision quality, prioritization, and accountability, and leading rigorous talent reviews and succession planning that build continuity and deepen pipelines for critical roles.
• Champion a culture of innovation, collaboration, and continuous learning where people thrive while sustaining delivery demands, strengthening employee feedback loops, improving organizational health, and reinforcing sustainable performance norms in a fast-moving environment.
• Generate strategic talent intelligence from data and analytics to shape strategy and action plans, define measures that track the impact and effectiveness of talent interventions over time, and leverage AI to accelerate execution, automate workflows, improve throughput, and raise the quality of outcomes.

Benefits

• annual bonus
• annual equity awards
• overtime pay
• medical benefits
• dental benefits
• vision benefits
• generous paid time off
• week-long company shutdown in the Summer
• week-long company shutdown in the Winter
• educational assistance programs
• student loan repayment
• generous commuting subsidy
• matching charitable donations
• 401(k)