Sr. HR Director, US Region

Position Summary:

• This role is crucial in executing HR strategies and delivering impactful people outcomes for manufacturing sites across the United States.
• This role plays a pivotal part in shaping a high-performance workforce, enhancing employee engagement, and ensuring compliance with employment laws and best HR practices.
• The role emphasizes problem-solving and the effective execution of employee relations (ER), compliance, performance management, total rewards, and L&D programs.
• By partnering with HRBPs and Centers of Excellence (COE) teams, this role will leverage internal and external resources and expertise to support business operations and continuously enhance HR practices and policies.
• This role will lead a team of HR professionals at manufacturing sites, ensuring alignment of HR initiatives with business priorities and developing HR leadership capability across locations.
• This role is ideal for a results-driven HR leader who thrives in a fast-paced, multi-site environment and is passionate about fostering a strong workplace culture while delivering measurable business impact.

Key Responsibilities:

1. Partnership with Operations: Act as a trusted advisor to operational leaders, ensuring HR strategies are fully integrated into operational plans. Partner with site leaders to analyze workforce needs, develop HR solutions, and drive initiatives that enhance performance and employee engagement. Utilize insights to influence people decisions, optimize workforce efficiency, and mitigate risks related to retention and compliance.
2. Workforce Planning and Execution: Lead workforce planning efforts to ensure optimal staffing levels across manufacturing sites, reducing talent gaps and turnover. Oversee recruitment and onboarding, with a focus on attracting, developing, and retaining top talent in both hourly and salaried roles. Partner with Talent Acquisition to refine hiring processes, ensuring a strong employer brand and an efficient, diverse hiring pipeline.
3. Employee Engagement and Retention: Develop and execute targeted engagement and retention strategies, ensuring a positive workplace culture that fosters productivity and long-term commitment. Drive continuous improvement initiatives in employee experience, recognizing and addressing workforce challenges proactively. Leverage employee feedback mechanisms (e.g., surveys, focus groups) to inform and refine HR strategies.
4. Employee Relations and Compliance: Serve as the primary resource for employee relations matters, ensuring fair and consistent handling of conflict resolution, investigations, and disciplinary actions. Ensure compliance with all employment laws and regulations (FMLA, FLSA, OSHA, etc.), mitigating legal risks and maintaining workplace integrity. Train and coach managers on key HR policies, fostering strong leadership capabilities in handling ER issues effectively.
5. Learning and Development (L&D): Collaborate with COE teams to identify and deliver development programs that address skill gaps and support employee growth. Drive frontline leadership development initiatives to build a strong talent pipeline for organizational needs.
6. Total Rewards and Performance Management: Partner with COE teams to ensure total rewards programs (compensation, benefits, and recognition) are aligned with business needs and market competitiveness. Ensure effective execution of compensation and benefits processes and programs, apply governance of compensation changes aligned with the Global Compensation Framework. Oversee the performance management process and partner with leadership to drive a culture of high performance and accountability.
7. Collaboration and Resource Optimization: Work closely with HRBPs and COEs to leverage best practices and enhance HR efficiency across locations. Identify and implement HR process improvements to optimize operations and scalability. Serve as a key voice in change management initiatives, ensuring smooth transitions during organizational change, restructuring, or M&A activities.
8. Team Leadership: Lead and develop a team of HR professionals, providing coaching, mentorship, and support. Ensure HR teams are effectively aligned with business needs, fostering a collaborative HR function that enhances workforce engagement and operational excellence.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced degree preferred.
• 10+ years of HR leadership experience in a manufacturing, industrial, or logistics environment with a significant hourly workforce.
• Proven expertise in employee relations, workforce planning, talent acquisition, engagement, retention, and change management.
• Experience managing HR across multi-site, geographically dispersed locations.
• Demonstrated experience in leading and developing HR teams in a multi-location environment.

Professional Skills:

• Strong knowledge of employment laws and regulations (e.g., FMLA, FLSA, OSHA).
• Excellent facilitation, problem-solving, conflict resolution, and communication skills, with the ability to influence and gain consensus at all organizational levels.
• HR certifications such as SPHR or SHRM-SCP are highly desirable.
• Strong Excel skills and demonstrated ability to use data to influence decision making to get to better outcomes.

Leadership and Influence: Experience leading HR programs in dynamic, high-growth, or transformative environments. Strong ability to build and maintain relationships across diverse teams.

Change Management Expertise: Proven track record of leading successful organizational transformation and change management initiatives.

Location & Travel:

• Remote role based in the Midwest or East Coast near a major airport hub or one of our offices or manufacturing sites.
• Up to 25% travel required.

Equal Opportunity Employer
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