Senior Director, Division HR

Sr. Director, Division HR serves as a strategic and proactive HR partner, aligning people strategies with business objectives and preparing the division for future growth. Reporting to the Vice President, Human Resources, the role focuses on workforce planning, leadership development, employee engagement, and cultural transformation. Responsibilities Align HR strategies with division objectives, ensuring workforce planning and talent management support business growth. Serve as the primary advisor to division leadership and site HR teams on employee relations strategies, workplace investigations, and conflict resolution. Provide data‑driven HR insights and strategic recommendations to leadership. Execute HR initiatives aligned with global priorities. Develop and implement workforce planning strategies, matching staffing with seasonality and growth initiatives. Drive performance management programs, succession planning, and leadership pipeline development. Partner with site HR teams and Centers of Excellence to improve hiring, retention, and internal mobility strategies. Provide guidance to site HR teams to align with corporate and division objectives. Lead onboarding, coaching, and development of new site HR managers. Streamline HR processes, enhance operational efficiency, and address workforce challenges. Ensure HR policies, procedures, and programs are consistently applied across division locations, complying with local labor laws and company standards. Collaborate with HR COEs (Total Rewards, Talent Management, HRIS) to drive process improvements and HR technology enhancements. Monitor and mitigate HR‑related risks, ensuring compliance with employment laws. Champion division‑wide employee engagement initiatives, analyzing data and implementing strategies to improve workplace culture. Implement recognition and reward programs aligned with organizational goals. Support change management efforts aligned with company values and operational goals. Drive performance management processes, ensuring accountability and continuous improvement. Partner with the Talent Management COE to deploy leadership development programs. Utilize HR metrics and analytics to measure effectiveness and drive decision‑making. Collaborate with VP of HR and HR CoE Managers to facilitate organizational transformation initiatives, including consolidations, restructuring, and M&A actions. Conduct M&A HR due diligence and lead post‑acquisition change management and integration activities. Ideal Candidate Strong ability to drive change adoption, influence stakeholders, and manage resistance in dynamic environments. Translate business needs into HR solutions that enhance productivity, retention, and leadership effectiveness. Understand business and management principles used in strategic planning, resource allocation, and HR modeling. Deep knowledge of succession planning, talent management, and performance management, including recruitment, selection, training, retention, engagement, compensation, benefits, and labor relations. Experienced in diagnosing problems, articulating plans, and implementing solutions in change environments. Expertise in managing complex employee relations issues, investigations, disciplinary actions, and conflict resolution. Strong critical thinking skills for analyzing HR metrics, forecasting workforce trends, and developing proactive solutions. Motivational leader who coaches and directs people to reach their highest potential. Exceptional communication, negotiation, and influencing skills to build relationships at all levels. Ability to coach and mentor leaders, building strong people leaders and future‑ready teams. Proactively identify and mitigate HR‑related risks while maintaining ethical practices. Knowledge of applicable federal, provincial, and state laws, regulations, agency rules, and OFCCP. Experience with contemporary HRIS applications, automation, and best practices to improve HR efficiency. Understanding of budgeting and accounting principles. Ability to work irregular or extended hours, including weekends and holidays. Open to frequent overnight travel, 25‑40% domestic and occasional international. Demonstrated demonstration of Alamo Group’s Core Leadership Competencies: Leading Change, Leading People, Communication, Business Acumen, Results Driven. Education & Experience Bachelor’s degree in Human Resources, Business, or related field (required); Master’s degree or MBA preferred. Professional HR certification at senior or global level preferred. 8+ years of progressive HR experience, with at least 3 years leading teams focused on employee relations, talent development, and workforce planning. Experience in a global manufacturing or industrial environment preferred. Strong knowledge of employment laws and regulations in the U.S., Canada, and South America. Proven track record of implementing HR strategies with measurable business impact. Expertise in employee relations. Strong leadership and talent management skills, leading geographically dispersed teams. Experience leading the HR function through M&A integration, restructuring, and workforce transitions preferred. Benefits Medical, Dental, and Vision Coverage (on this first day of employment!) 401(k) Retirement Savings Program with a Company Match (on this first day of employment!) Profit Sharing Bonus Paid Vacation, Sick Leave, and Holidays Company Paid Short and Long‑Term Disability Programs Wellness Programs Employee Assistance Programs Training and Development Programs through the Alamo Group Learning & Development Academy Working Conditions Work is performed in an office environment with occasional walking in and around a manufacturing plant. Requires travel of 25‑40% by automobile and/or air, including overnight stays. Occasional lifting, pushing, or pulling up to 10 pounds. Equal Opportunity Employer – Minorities, Women, Protected Veterans, Disabled. #J-18808-Ljbffr Alamo Group Inc.