HR Director - US Business Unit & Corporate

Hybrid Status Presently this position is in a hybrid status with a minimum of three days a week in the office for collaboration, teamwork, and business needs. The status and minimum in-office requirements are subject to change based on evolving business needs. Overview The Director of Human Resources (HR) is responsible for the operations of the department, designing and implementing HR programs in alignment with the organization’s strategy and culture. The director is a key contributor to the achievement of the talent strategy, ensuring the HR department drives the attraction, engagement, and retention of the right talent for success. This role is high visibility reporting directly into the Global CHRO supporting the NA President and key executives. Direct reports to this role include two HR Managers/Business Partners and Talent Acquisition. The role will partner closely with the HR Director Process & Systems. Responsibilities Accountability Outcome Manages the human resources team, overseeing the allocation of work and performance against goals. Provides feedback, coaching, and mentoring, drives employee development, and performs additional people management activities. Works with the talent acquisition team on hiring efforts. Effective people management of the team, resulting in efficient operations of the HR function. Leads the design and delivery of HR policies, programs, and procedures to align the workforce with the talent strategy and organizational culture. Remains up to date on HR best practices and industry trends in order to identify opportunities for improvement. HR programs drive employee and organizational performance as well as a positive employee experience throughout the employee lifecycle. Improved employee attraction, engagement, and retention. Participates in strategic planning activities with the Chief Human Resources Officer, providing concise recommendations based on research, metrics, and organizational factors. Provides input and oversees annual budget expenditures and resource requirements. HR is an active participant in strategic planning with the leadership team, ensuring HR is a significant contributor to organizational performance and success. Identifies, monitors, and analyzes HR metrics to measure trends and progress against strategic goal accomplishment. Uses data to make business cases to senior management and to identify when changes or modifications to HR programs or projects are necessary. Decisions and recommendations are informed by data, leading to improved outcomes and buy-in from senior management. Negotiates and manages complex dispute resolution, handling confidential issues professionally and appropriately in accordance with relevant legislation. Organization is legislatively compliant. Organizational and legal risk is mitigated in complex employee situations. Qualifications Required Qualifications Bachelor’s degree (or equivalent work experience) in HR, Business, Technology, Industrial Relations, Organizational Development, or related field. Minimum of 10 years of progressive HR experience in large best-in-class organizations. Proficiency with HR information systems, AI and digital HR. Preferred Qualifications HR certification (e.g. CHRL, SHRP, PHR, SPHR). Master’s degree (or equivalent) in HR, Business, Organizational Development, or related field. 3 years of people management experience. Competencies Program Planning and Development Recommends program metrics to identify success with various initiatives within the program. Directs and oversees more complex program changes, ensuring that the changes are adopted and understood by stakeholders. Evaluates the HR program by examining strengths, weaknesses, and areas of opportunity for the program in the medium term (6-12 months). Relationship Building Establishes and maintains relationships with other members across multiple divisions within the organization. Proactively develops relationships with peers, clients, employees, and leaders of the organization. Builds support through impact and influence. Identifies opportunities to increase efficiencies with external stakeholders and better meet their needs. Enables an environment where others feel empowered to step forward to take on a leadership role when appropriate. Organizational Awareness Inspires others to act in a manner that models the organization's mission, vision, and values. Demonstrates knowledge of the organization's risks and opportunities within the competitive environment. Improves the competitive value of the organization's core products and services. Demonstrates knowledge of the organization's capacities and constraints. Internally influences development and enforcement of policies and standards. Influences, supports, and communicates the strategic direction of the organization. Problem Solving and Decision Making Seeks information and input to fully understand the cause of problems. Takes action to remove obstacles and address problems before they impact performance and results. Initiates the evaluation of possible solutions to problems. Makes effective decisions about work task prioritization. Appropriately assesses risks before making a decision. Effectively navigates through ambiguity, using multiple data points to analyze issues and identify trends. Draws logical conclusions and provides opinions and recommendations with confidence. Business and Financial Acumen Has experience in and knowledge of business practices and processes. Able to read and interpret financial documents. Able to identify business problems, suggest solutions, and make decisions in uncertain situations. Data Literacy Demonstrates a good understanding of metrics and data. Excel, BI or similar capability to review and interpret data including V‑look ups etc. Identifies appropriate metrics to assess initiatives. Explains the rationale behind the collection and use of metrics. Draws insightful conclusions, identifies trends, and recognizes patterns through data analysis/collection. Connects insights generated from multiple data points to provide insightful recommendations. Salary Range: $135,000 - $165,000 The pay range listed is for Illinois based roles. It is not typical for a candidate to be hired at or near the top of the pay range. Specific compensation offered to a candidate may be influenced by a variety of factors including skill sets, qualifications, experience, education, certifications, training, and location. Benefits 401(k) company match Medical insurance Dental insurance Vision insurance Life and disability insurance Paid time off EEO Statement ProDriven Global Brands is committed to fostering, cultivating, and preserving a culture of diversity, equity and inclusion. ProDriven Global Brands is an equal opportunity employer and prohibits discrimination and harassment of any kind. All qualified applicants to ProDriven Global Brands are considered for employment without regard to age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status or any other protected characteristic. ProDriven Global Brands will not tolerate discrimination or harassment of any kind based on these characteristics. #J-18808-Ljbffr Prodriven-Global-Brands-1