Director of Human Resources

The Director, Human Resources is a key strategic and operational leader responsible for overseeing and integrating HR operations, talent acquisition, talent development, employee engagement, and employee and labor relations. As the organization undergoes a significant transformation, this role will be central to driving culture change, aligning people strategies with business goals, and building a high-performance, inclusive, and future-ready workplace.

This position requires a hands-on, execution-oriented leader with strong manufacturing, engineering, and commercial experience-and a passion for shaping culture and enabling growth. The ability to craft HR strategy while simultaneously executing day-to-day initiatives across HR functions is essential. The ideal candidate will bring deep expertise in HR best practices, workforce transformation, and change leadership, with the ability to partner cross-functionally and influence at all levels of the organization.

Key Responsibilities

Culture Transformation & Change Leadership

• Partner with the Chief People Officer to define and implement culture change initiatives supporting the organization's mission, values, and strategic direction.
• Serve as a visible change champion, helping teams navigate organizational shifts, overcome resistance, and adopt new behaviors.
• Lead HR-driven communication efforts to support transformation and organizational development.
• Ensure cultural priorities are embedded in policies, leadership development, performance management, and day-to-day people practices.

1. HR Operations & Systems Optimization

• Lead optimization of HR systems (HRIS) to drive efficiency, automation, and data integrity.
• Ensure compliance with employment laws, data privacy regulations, and internal HR policies.
• Drive consistency and clarity across HR processes throughout the employee lifecycle.
• Engage in hands-on operational problem-solving and continuous improvement to support the business.
• Manage the full immigration process, including H-1B, TN, L1B, PERM, and other work authorization needs.
• Partner closely with legal counsel to proactively address employee-related legal and compliance matters.

1. Talent Acquisition & Employer Branding

• Develop and execute innovative, inclusive recruiting strategies that reflect the organization's cultural evolution and workforce needs.
• Partner with Marketing and Communications to develop and execute a comprehensive employer branding strategy that strengthens the company's reputation as an employer of choice within manufacturing, engineering, and commercial talent markets.
• Ensure an exceptional, values-aligned candidate experience that reflects the organization's culture and future-forward employee experience.
• Collaborate with the Talent Acquisition Specialist and hiring managers to improve time-to-fill, quality of hire, diverse pipelines, and workforce planning.
• Use talent market insights and recruiting analytics to refine sourcing strategies, enhance brand visibility, and continuously improve the hiring process

1. Talent Development & Organizational Capability

• Support implementation of leadership development, succession planning, and performance management strategies that strengthen organizational capability.
• Implement learning and development programs fostering continuous growth, adaptability, and a growth mindset.
• Provide coaching to managers to support consistent, aligned leadership practices.

1. Labor & Employee Relations

• Oversee labor relations strategy, ensuring alignment with organizational goals and fostering transparent relationships with employee groups.
• Support union and non-union teams through open communication and proactive engagement.
• Provide guidance on employee relations matters to ensure fairness, consistency, and compliance.
• Partner with internal leaders to address complex labor issues and maintain a positive, values-driven environment.

1. Employee Engagement & Retention

• Lead employee engagement strategy, using insights and feedback tools to drive meaningful improvements.
• Partner with stakeholders to support employee well-being, inclusion, and connection.
• Analyze turnover and develop retention initiatives aligned with workforce and cultural priorities.

1. Workforce Analytics & Strategic Insights

• Use data and HR metrics to inform strategy, track progress on culture transformation, and improve HR processes.
• Present insights to leadership to support decision-making and continous improvement.

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred).
• 10+ years of progressive HR leadership experience across HR operations, talent strategy, and labor relations.
• Experience in a manufacturing environment with strong understanding of hourly workforce dynamics, union environments, and compliance requirements.
• Demonstrated ability to balance hands-on execution with enterprise-level strategic leadership.
• Proven experience partnering with engineering and commercial teams.
• Experience leading or supporting cultural and organizational transformation.
• Proficiency with HRIS platforms, HR compliance, and workforce analytics.
• Excellent communication, influence, and coaching skills.

Key Competencies

• Change Leadership & Cultural Agility
• Strategic Thinking & Operational Execution
• Relationship Building & Influence
• Talent & Organizational Development
• Data-Driven Decision-Making
• Conflict Resolution & Labor Relations Oversight
• Project & People Management