Director of Human Resources

Director Human Resources- Business Vertical

The Director of Human Resources serves as the senior Human Resources leader and strategic business partner for an assigned SAS business vertical. Working closely with the Vice President of Human Resources and the business vertical Vice President and leadership team, the Director translates business priorities into people strategies that support growth, strengthen leadership capability, attract and retain talent, and foster a high-performing culture.

The Director maintains a visible presence throughout the business, developing a deep understanding of its operations, workforce, culture, and talent needs. The role serves as both an advocate for SAS culture and a voice of the Team Member while balancing the unique needs of the assigned business with enterprise-wide HR strategies, standards, and practices.

Key Responsibilities

• Strategic Business Partnership
• Serve as the primary HR business partner to the Vice President and leadership team of the assigned business vertical.
• Develop a strong understanding of the business strategy, operations, workforce, growth objectives, and talent requirements.
• Translate business priorities into practical people strategies and provide trusted counsel on talent, organizational effectiveness, workforce planning, employee relations, culture, and change.
• Participate in business leadership discussions and proactively identify workforce, leadership, cultural, and organizational risks and opportunities.
• Partner with the Vice President of Human Resources to ensure vertical priorities align with the overall SAS People strategy.

• Culture, Engagement & Team Member Experience
• Maintain a regular and visible presence across locations through purposeful site visits and engagement with Team Members and leaders.
• Assess culture, leadership effectiveness, Team Member engagement, communication, and alignment with SAS's DRIVEN values.
• Serve as an advocate for SAS culture and a voice of the Team Member by listening, identifying themes, and bringing meaningful insights to leadership.
• Lead follow-up to Team Member surveys and other listening channels, partnering with leaders to develop action plans and ensure accountability for follow-through.
• Use site visits, survey results, turnover, exit feedback, and employee relations trends to identify opportunities to improve culture, engagement, and retention.

• Leadership & Talent Development
• Coach and develop location managers and other people leaders to strengthen communication, performance management, employee relations, engagement, accountability, and overall leadership effectiveness.
• Facilitate and support leadership training based on identified business and organizational needs.
• Lead workforce planning, talent reviews, and succession planning for the assigned business.
• Identify critical roles, talent gaps, high-potential Team Members, and future leadership needs.
• Partner with leaders to strengthen development, career opportunities, performance, and retention.

• Talent Acquisition & Workforce Strategy
• Develop and execute talent acquisition strategies appropriate to the unique positions, labor markets, and staffing requirements of the assigned business.
• Provide leadership and direction to Talent Acquisition resources supporting the vertical.
• Monitor workforce trends and recommend proactive solutions related to staffing, turnover, retention, compensation, and organizational capability.
• Support acquisitions, expansions, reorganizations, and other significant business changes affecting the workforce.

• Employee Relations, Compliance & Risk
• Provide guidance and coaching on employee relations, performance management, corrective action, conflict resolution, and Team Member concerns.
• Lead or oversee complex workplace investigations and ensure employment matters are handled consistently, appropriately, and thoroughly documented.
• Identify patterns in employee relations activity and address underlying leadership, cultural, process, or organizational issues.
• Ensure HR practices comply with applicable employment laws, SAS policies, and enterprise standards.
• Identify and escalate significant employment, compliance, organizational, or people-related risks.
• Support a strong culture of workplace safety and partner effectively with Safety leadership.

• Enterprise HR Leadership & Collaboration
• Serve as an active member of the SAS Human Resources leadership team and contribute to the overall People strategy.
• Build a strong partnership with the Director of Human Resources supporting the other SAS business vertical and operate with a One SAS mindset.
• Collaborate regularly on significant people matters, emerging trends, best practices, and opportunities for enterprise-wide solutions.
• Maintain appropriate consistency in HR philosophy, policies, leadership expectations, employment practices, and Team Member experience while allowing flexibility for legitimate business differences.
• Proactively prevent silos by sharing information, resources, expertise, and best practices across the HR organization.
• Partner with centralized HR functions including Benefits, HRIS, compensation, learning and development, and other shared services.
• Lead or participate in enterprise-wide HR initiatives and support the broader HR team during periods of significant organizational change or business activity.

• Leadership Responsibilities
• Lead, coach, develop, and hold accountable HR Team Members supporting the assigned business vertical.
• Establish clear goals, priorities, and performance expectations and develop future HR talent.
• Model SAS's DRIVEN values and foster collaboration, accountability, continuous improvement, and exceptional internal customer service.
• Build strong, credible relationships with Team Members and leaders at all levels of the organization.

Qualifications & Skills

• Bachelor's degree in Human Resources, Business Administration, or related field required.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• 7+ years of progressive Human Resources experience with demonstrated leadership responsibility.
• Experience serving as a strategic HR business partner to senior operational or business leadership.
• Strong knowledge of employee relations, talent acquisition, talent management, performance management, organizational development, compensation, and employment law.
• Strong business acumen with demonstrated ability to translate business needs into effective people strategies.
• Demonstrated ability to coach, develop, train, and influence leaders at multiple organizational levels.
• Strong judgment and ability to navigate complex, sensitive, and confidential situations.
• Strong analytical, problem-solving, project management, communication, facilitation, and presentation skills.
• Ability to lead through growth, organizational change, and ambiguity.
• Ability to balance business-specific needs with enterprise priorities and standards.
• Willingness and ability to travel regularly to locations within the assigned business vertical.

We are an equal opportunity employer and prohibit discrimination/harassment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.