Director of Talent Strategy

Director of Talent Strategy

Department: Human Resources

Reports To: CEO

Location: Middletown, Ohio

FLSA Status: Exempt

Position Summary

The Director of Talent Strategy is a key leadership role responsible for developing and executing the people strategies that support Phillips Tube Group’s continued growth and long-term success. This individual will work closely with ownership, executive leadership, and plant leaders to strengthen the organization, develop future leaders, attract and retain great people, and ensure the company has the talent and capabilities needed to grow.

The ideal candidate is a self-motivated, strategic, and hands-on HR leader who understands how people decisions impact the overall business. This individual will provide leadership across talent strategy, workforce planning, employee development, compensation and benefits, vendor and contract negotiations, employee engagement, retention, and succession planning.

Success in this role requires someone who is comfortable working within a family-owned business, where relationships, trust, accountability, flexibility, and sound judgment are critical. This leader must be able to think strategically while also rolling up their sleeves to turn ideas into action.

Key Responsibilities

Strategic HR & Organizational Growth

• Develop and execute a comprehensive talent and HR strategy aligned with the company’s business objectives and future growth.
• Partner closely with ownership and executive leadership to identify organizational needs, workforce priorities, and opportunities for improvement.
• Translate business goals into practical people strategies that strengthen performance and position the organization for continued growth.
• Serve as a trusted advisor to leadership on talent, organizational effectiveness, employee relations, and workforce decisions.

Talent & Workforce Planning

• Develop long-term workforce plans to ensure the organization has the right people, skills, and leadership capabilities to support future growth.
• Identify critical roles and develop succession plans and internal talent pipelines.
• Create career pathways that provide employees with opportunities to develop and grow within the organization.
• Establish consistent processes for identifying, developing, and retaining high-potential employees.

Compensation, Benefits & Contract Negotiation

• Provide strategic oversight of compensation and employee benefit programs, ensuring they remain competitive, cost-effective, and aligned with business objectives.
• Lead or support the negotiation of benefit plans, vendor contracts, service agreements, and other HR-related partnerships.
• Evaluate vendors and programs based on cost, quality, employee value, and overall return to the business.
• Build strong external partnerships while negotiating effectively on behalf of the organization.

Employee Engagement & Retention

• Develop strategies that increase employee engagement, strengthen retention, and create an environment where employees want to build long-term careers.
• Use employee feedback, stay interviews, exit conversations, and workforce data to identify trends and implement meaningful improvements.
• Partner with leadership to strengthen communication, recognition, accountability, and employee development.

Leadership Development

• Build leadership development programs that strengthen current leaders and prepare the organization’s next generation of supervisors and managers.
• Coach leaders on communication, accountability, performance management, conflict resolution, and employee development.
• Develop programs that successfully transition high-performing employees into leadership roles.
• Promote a culture of continuous learning, accountability, and professional growth.

Training & Organizational Development

• Develop a best-in-class training and onboarding strategy across the organization.
• Establish structured 30-, 60-, and 90-day onboarding and development expectations.
• Implement skills matrices, competency assessments, certifications, and training programs to ensure employees are qualified and confident in their roles.
• Partner with operational leaders to capture institutional knowledge through SOPs, standard work, and work instructions.

Metrics & Continuous Improvement

• Establish meaningful HR and talent metrics, including retention, engagement, training effectiveness, leadership development, and workforce readiness.
• Provide leadership and ownership with clear reporting and recommendations based on workforce trends and data.
• Continuously identify opportunities to improve HR processes, programs, systems, and organizational effectiveness.

Qualifications

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field, or equivalent combination of education and experience.
• Progressive HR, talent management, organizational development, or people leadership experience, preferably within a manufacturing or industrial environment.
• Demonstrated ability to develop and execute strategic HR and talent initiatives that support business growth.
• Experience with compensation, benefits, vendor management, and contract negotiations.
• Strong business acumen with the ability to balance employee needs with financial and operational priorities.
• Experience developing leaders, succession plans, training programs, and employee retention strategies.
• Strong communication, negotiation, coaching, and relationship-building skills.
• Ability to influence across all levels of an organization without relying solely on formal authority.
• Comfortable operating within a family-owned organization and partnering closely with ownership and executive leadership.
• Experience in a unionized manufacturing environment is preferred.

Ideal Candidate Profile

The ideal candidate is a strategic thinker and proactive doer who does not wait to be told what needs to happen. They naturally identify opportunities, develop solutions, build alignment, and drive initiatives forward.

They are equally comfortable negotiating a contract, advising ownership, developing a workforce strategy, coaching a manager, or spending time on the plant floor understanding what employees need to succeed.

Most importantly, this individual understands the unique dynamics of a family-owned business and knows how to build trust, navigate change thoughtfully, respect the organization’s history and culture, and introduce strategies and practices that help the company continue to evolve and grow.