Director, Corporate HR

Current job opportunities are posted here as they become available. Subscribe to our RSS feeds to receive instant updates as new positions become available. Excellent health benefits plan, which includes medical, vision and dental options 401(k) with company match Generous paid time-off and paid holidays Paid parental leave 2 free on-site fitness rooms Employee Assistance Program Employee Resource Groups Personal and professional development program Job Summary The Director, Corporate HR is responsible for leading Human Resources operations and service delivery for SERVPRO corporate operations. This role serves as a strategic business partner and trusted advisor to senior leaders, providing practical guidance, thought leadership, and scalable HR solutions that support business priorities, employee experience, and organizational effectiveness. The Director is also responsible for facilitating the availability of optional educational resources, informational materials, and best-practice content that independent franchise owners may choose to evaluate for use within their independently owned businesses. Franchise owners retain sole responsibility for all employment-related decisions involving their employees. You will Partner with HR centers of expertise and cross‑functional teams to support talent management, performance management, workforce planning, onboarding, communications, and change initiatives. Serve as a strategic business partner to senior leaders, providing HR guidance, thought leadership, and practical solutions that support business objectives and workforce needs. Lead HR operations and service delivery for SERVPRO corporate operations to ensure consistent, compliant, and effective administration of HR programs, processes, policies, and employee lifecycle activities. Provide guidance to SERVPRO business leaders regarding franchise relationship considerations and the availability of optional educational resources, informational materials, templates, and best‑practice content that may be shared with independent franchise owners. Franchise owners remain solely responsible for determining whether and how to use any such resources and for all employment‑related decisions involving their employees. Oversee employee relations processes for SERVPRO corporate operations, including workplace investigations, conflict resolution, performance concerns, corrective action, policy interpretation, and related documentation for SERVPRO corporate operations. Ensure HR policies, procedures, practices, and documentation comply with applicable federal, state, and local employment laws and align with company standards. Lead and maintain job architecture practices, including job descriptions, role profiles, job levels, career frameworks, and alignment with compensation and talent processes. Provide oversight and guidance for organizational design within SERVPRO corporate operations, including structure reviews, role clarity, span of control considerations, workforce alignment, and change impacts. Improve and standardize HR processes, workflows, forms, templates, and tools to increase efficiency, consistency, compliance, and leader/employee experience. Use HR metrics, trends, and data to identify issues, assess process effectiveness, and recommend improvements to senior leadership. Oversee HR records, employee documentation, reporting, and administrative controls to support accurate, timely, and compliant HR operations. Lead or support special HR projects and initiatives related to SERVPRO Corporate operations, organizational effectiveness, compliance, employee experience, and business transformation. This position does not have responsibility for directing, supervising, approving, or administering employment decisions affecting employees of independently owned and operated SERVPRO franchises. You have 7+ years of progressive human resources experience, including HR operations, employee relations, compliance, HR business partnership, and HR administration. 3+ years of experience leading people, including coaching, prioritizing work, developing talent, and driving accountability for results. Demonstrated experience advising senior leaders on complex people matters, organizational effectiveness, workforce planning, employee relations, and business‑aligned HR solutions. Strong knowledge of federal, state, and local employment laws and experience applying HR policies, compliance requirements, and risk mitigation practices in a business environment. Experience managing employee relations matters, including investigations, performance concerns, corrective action, conflict resolution, policy interpretation, and documentation. Experience with job architecture, including job descriptions, role profiles, job leveling, career frameworks, and alignment with compensation and talent processes. Experience supporting organizational design efforts, including structure reviews, role clarity, workforce alignment, and change management considerations. Ability to develop, improve, and administer HR processes, workflows, tools, templates, reporting, and documentation standards. Strong communication, facilitation, and relationship‑management skills, with the ability to communicate effectively with employees, business leaders, and franchise owners regarding available resources, educational materials, and organizational information while maintaining professionalism and discretion. Ability to analyze data, identify trends, assess risk, develop recommendations, and present clear, practical solutions to senior leaders. Advanced proficiency with Microsoft Office products and experience with HRIS, case management, reporting, or other HR technology platforms. Detail oriented, highly organized, and able to manage multiple priorities, deadlines, and stakeholders in a changing business environment while maintaining confidentiality. Flexibility to occasionally work additional hours based on business needs, employee relations matters, compliance deadlines, organizational initiatives, or special projects. Ability to travel occasionally to support business meetings, franchise support, training, or organizational initiatives. Capacity to work onsite at SERVPRO Headquarters in Gallatin, Tennessee. Education Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required. Relevant certification such as SHRM‑SCP, SPHR, or similar credential preferred. Franchise Independence Notice SERVPRO franchises are independently owned and operated businesses. Franchise owners are solely responsible for recruiting, hiring, supervising, compensating, disciplining, terminating, scheduling, and managing their employees, as well as determining employee benefits and all other terms and conditions of employment. Any resources, information, educational materials, training opportunities, templates, or best‑practice guidance that may be made available by SERVPRO are optional and advisory in nature. Nothing in this position authorizes or contemplates directing, controlling, approving, administering, or making employment decisions on behalf of any franchise owner. About SERVPRO For more than 50 years, SERVPRO has been a trusted leader in fire and water cleanup and restoration services, mold mitigation, construction, biohazard and pathogen remediation throughout the United States and Canada. Our 2,200+ individually owned and operated franchises are supported by our dedicated headquarters team. We strive to cultivate a professional community that respects and celebrates the things that make us unique, the things we share, and the collaborative spirit we bring to the work we pursue together. SERVPRO is an equal opportunity employer. All applicants will be considered for employment without attention to age, race, color, religion, gender, sexual orientation, national origin, veteran or disability status. #J-18808-Ljbffr Servpro Industries, LLC