Human Resources Director

About the Company Some HR leadership roles focus on support functions. This one helps shape how the business grows. We’re partnered with a globally recognized consumer products and manufacturing organization operating within a highly collaborative, growth-oriented environment. The company is continuing to evolve its U.S. corporate operations and is seeking an HR leader who can operate as both a strategic advisor and hands‑on business partner to senior leadership teams. This role sits at the center of organizational effectiveness, leadership capability, workforce strategy, and employee experience across a complex head office environment. The organization values leaders who can influence change, simplify complexity, and help scale culture alongside business growth. About the Role As the Director, Human Resources, you’ll serve as the lead HR partner supporting U.S. head office leadership across talent strategy, organizational design, employee relations, leadership development, and workforce planning initiatives. This role combines strategic business partnership with operational HR leadership. You’ll work directly with senior leaders to align people strategy with business priorities while helping guide organizational change, leadership development, engagement, and long‑term workforce capability. This is not an HR role focused solely on policy execution. You’ll be expected to influence decisions, identify organizational risks and opportunities, improve leadership effectiveness, and help shape a high‑performing employee experience across the organization. Responsibilities Strategic HR Partnership & Organizational Leadership Serve as a trusted advisor to senior leadership across head office functions Align people strategies with short‑and long‑term business priorities Provide workforce insights, organizational diagnostics, and talent recommendations to support business decisions Lead organizational change initiatives associated with growth, transformation, and operating model evolution Help leadership teams navigate organizational effectiveness and workforce planning challenges This organization is looking for someone who understands that HR should actively influence business outcomes—not simply support them. Talent Strategy & Leadership Development Lead integrated talent management initiatives including succession planning, engagement, retention, and leadership development Facilitate talent reviews, engagement assessments, focus groups, and workforce planning discussions Build leadership capability and strengthen long‑term organizational bench strength Support development programs that improve leadership effectiveness and employee growth opportunities Partner with leadership to create scalable people and development strategies This role requires someone who can connect talent strategy directly to long‑term organizational performance. Employee Experience & Employee Relations Drive a consistent, inclusive, and high‑performing employee experience across corporate populations Provide oversight and guidance on employee relations matters, investigations, and performance‑related situations Partner with legal teams on employment matters, compliance, immigration, and risk mitigation initiatives Promote a culture of accountability, trust, and continuous improvement Support organizational initiatives aligned with company values and community impact efforts Balancing employee advocacy with business priorities will be critical in this environment. HR Operations, Analytics & Process Improvement Drive effective utilization of HR systems and technologies including LMS, performance management, and workforce tools Leverage workforce analytics to guide strategic decision‑making and measure program effectiveness Identify opportunities to improve scalability, consistency, and operational efficiency across HR processes Support mobility, relocation, and talent movement initiatives as needed Ensure ongoing compliance with employment laws and HR governance standards The expectation is continuous improvement—not simply maintaining existing processes. Qualifications Bachelor’s degree in Human Resources, Business, or related field required 7–12 years of progressive HR leadership experience Strong experience partnering directly with senior leadership teams Background operating within complex, multi‑functional organizations Strong knowledge of U.S. employment law and HR compliance practices Proven ability to lead organizational change and influence leadership decisions Strong executive communication, analytical, and organizational skills Ability to balance strategic leadership with operational HR execution HR certifications such as SHRM‑SCP or SPHR preferred Compensation & Benefits Base salary range: $120,000 – $160,000 Comprehensive compensation and benefits package including career development opportunities, competitive healthcare coverage, retirement programs, and additional employee‑focused benefits designed to support long‑term growth and wellbeing. #J-18808-Ljbffr Crucial Hire