Director, Human Resources - Distribution Operations

Job Description

Job Description

COMPANY DESCRIPTION

At AirLife, we are dedicated to improving the quality of every breath. Excellence with Every Breath is not just a tag line, but the way we work and take care of our customers. With a mindset to evolve, innovate, and grow, we are a premier manufacturer of the highest-quality and market-leading breathing consumables. This growth philosophy has positioned us to increase our global footprint and business reach, impacting even more people around the world. Our expanding family of the most trusted brands offers a product portfolio that spans the continuum of care from first responder to home care, with safety, patient comfort, and clinical performance in mind. Collective expertise allows us to provide quality products and experiences to our patients, customers, and our people. Our values of Customer first, Differentiate with our People, Bias for Action, Continuous Improvement and Accountability define who we are and how we work. Join us!

POSITION SUMMARY

The Director, Human Resources – Distribution Operations serves as the senior Human Resources leader for AirLife's Phoenix and El Paso distribution centers. The Director is the primary HR business partner to the Phoenix Distribution Director and site leadership team, driving people strategy, leadership development and workforce performance onsite. The Director will sets distribution center-level HR strategy and initiatives, standardizes HR practices across both Phoenix and El Paso sites, and ensures consistency of execution, with final decision authority on cross-site strategy and standardization resting with the SVP, Human Resources. The Director helps advance the journey of strengthening site leaders and associates by ensuring consistent deployment and continued maturity of Leader Standard Work, Training & Development, Skills Development and soft-skills training. As a visible leader within the operations, this position also serves as a Safety Champion, partnering closely with the Site Safety Managers, Distribution Directors and operations leadership. While the Safety Managers retain ownership of technical safety programs and regulatory compliance, this role champions safety culture, leadership accountability, employee training and consistent application of safety expectations across both sites.

POSITION QUALIFICATIONS

Knowledge, Skills, & Abilities: 

• Demonstrated success leading organizational change, executive coaching, workforce strategy and operational HR.
• Demonstrated ability to lead across multiple sites and create consistent execution while partnering effectively with local site leaders.
• Experience partnering with Environmental Health & Safety functions in a manufacturing or distribution environment strongly preferred.
• Strong executive presence with the ability to influence senior leaders and drive business results.

Level of Experience: 

• 10+ years of progressive HR leadership experience supporting manufacturing, distribution or logistics operations.

Level of Education: 

• Bachelor's degree in Human Resources, Business or related field required; Master's preferred. 

Travel: 

• Regular travel between the Phoenix and El Paso distribution centers required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Line Manager Duties:

• Provide clear direction, coaching, and performance management to support team development and achievement of AirLife goals.
• Align team’s objectives with AirLife priorities, ensuring compliance, promoting a culture of accountability, and upholding AirLife values.
• Take accountability and ownership for actively participating in recruitment processes and supporting fair treatment in disciplinary processes for your team.
• Drive continuous improvement by fostering innovation, operational excellence, and adoption of best practices within the team.
• Champion employee engagement, inclusion, and career development through regular check-ins, talent reviews, and succession planning.
• Manage your team’s budget responsibly and exhibit financial accountability.

Individual Contributor Duties:

Strategic HR Leadership

• Take strategic direction from the corporate HR leadership team and translate enterprise-level priorities into aligned people strategy and execution across the Phoenix and El Paso distribution centers.
• Serve as the primary HR business partner to the Phoenix Distribution Director and site leadership team.
• Set distribution center-level HR strategy, priorities and standards, and ensure standardized HR practices and consistent execution across both Phoenix and El Paso.
• Lead workforce planning, succession planning, organizational design and talent reviews directly for Phoenix, and in partnership with the El Paso HR Manager for El Paso.
• Coach the Phoenix Distribution Director and site leaders directly on performance management, accountability, organizational effectiveness and leadership capability, and support the El Paso HR Manager in doing the same for El Paso site leadership.
• Lead complex employee relations matters, investigations and compliance at Phoenix, and provide oversight and escalation support for complex matters at El Paso.
• Apply a continuous improvement mindset, continually identifying new ways to improve engagement, culture, development and organizational effectiveness across both sites.
• Escalate cross-site HR strategy, standardization and policy decisions to the SVP, Human Resources for final approval.

Talent & Culture

• Partner with Talent Acquisition to improve recruiting effectiveness and quality of hire across Phoenix and El Paso.
• Drive employee engagement, retention, leadership development and culture initiatives at Phoenix directly, and through the El Paso HR Manager at El Paso.
• Help advance the journey of strengthening site leaders and associates through intentional capability building, coaching and development.
• Ensure deployment and continued maturity of Leader Standard Work, Training & Development and Skills Development across both distribution centers.
• Set the standard for ongoing soft-skills training across both sites, continuing to mature the content, delivery and reinforcement based on leader and associate needs.
• Use workforce analytics from both sites to improve turnover, absenteeism, productivity and organizational performance and to identify opportunities for continuous improvement.

Safety Culture & Leadership Partnership

• Serve as a visible safety champion by maintaining a regular presence on the warehouse floor at both sites and reinforcing safe behaviors.
• Partner with the Site Safety Managers and Distribution Directors to strengthen safety culture across Phoenix and El Paso.
• Participate in safety walks, audits and operational observations, identifying concerns and ensuring timely follow-up.
• Partner with the Safety Managers to develop and maintain equipment certification and safety training.
• Collaborate on fire drills, emergency preparedness exercises and safety engagement events.
• Ensure safety-related corrective actions and disciplinary measures are applied consistently and in a timely manner across both sites.
• Coach leaders on reinforcing safe work practices and safety accountability.

Operational Partnership

• Maintain a highly visible presence at the Phoenix distribution center, building relationships with associates and leaders; visit El Paso periodically to support the HR Manager and maintain visibility with site leadership.
• Partner with Operations, the Safety Managers and Corporate HR to improve employee experience, operational performance and safety culture across both sites.
• Develop an in-depth understanding of workflows, staffing challenges and operational priorities at both sites and use that insight to guide distribution center-level priorities and standardization.

Leadership Responsibilities

• Directly lead and develop the onsite Phoenix HR team, and provide leadership, coaching and performance management for the El Paso HR Manager, who serves as the primary HRBP for El Paso site leadership.
• Create consistency across sites while recognizing local operational needs and opportunities.
• Partner with Corporate Centers of Excellence to ensure consistent execution of enterprise programs.
• Remain engaged in tactical HR needs at Phoenix when required to support the business, while maintaining focus on multi-site strategy, standardization and capability building.

OTHER RESPONSIBILITIES

• Uphold and embody AirLife’s values in all aspects of work.
• Demonstrate accuracy and thoroughness in daily work; look for ways to improve and promote quality & safety. 
• Inspire the trust of others; treat people with respect and dignity and embrace the value of diversity.
• Use time efficiently; perform job accurately, thoroughly, and conserve Company resources to improve profits.
• Contribute to building and maintaining a positive team environment.
• Assure all policies and guidelines are implemented and followed.

QUALITY POLICY

At AirLife, Quality is our promise. It is our commitment to customer satisfaction and our dedication to product excellence in an evolving global healthcare market. This promise is kept through a continuously improving and effective Quality Management System and compliance to Regulatory Requirements.

DEIA STATEMENT

At AirLife, we are committed to building a diverse workforce and an inclusive workplace that reflects the communities and customers we serve. We believe our philosophy on Diversity, Equity, Inclusion, and Advancement (DEIA) encourages excellence and equips us to serve an evolving global marketplace.

BENEFITS

AirLife offers a comprehensive benefits package, including medical, dental, and vision coverage, 401(k), paid time off, paid holidays, bereavement leave, Employee Assistance Program resources, and medical leave benefits, subject to applicable eligibility requirements. Certain positions may also be eligible for bonus, commission, or other incentive compensation. 

Please note: The responsibilities outlined above are not exhaustive and may evolve over time. The role holder may be required to undertake additional duties as reasonably expected to meet the needs of the company.