Director, Business HR

Job Posting End Date 06-25-2026. Please note the job posting will close on the day before the posting end date. Job Summary The Business HR Director is the senior employee partner to executive leadership, accountable for translating business strategy into workforce and talent outcomes. This role owns the Business HR agenda for their organization and delivers results through a combination of direct leadership, cross‑functional partnership, and effective use of specialized HR expertise. The role ensures consistent, compliant, and high‑impact employee practices while remaining deeply attuned to business operations, growth goals, and culture. Core Business HR Capabilities & Accountabilities Workforce & Talent Planning : Owns workforce planning, staffing priorities, and capacity decisions aligned to business strategy and financial constraints. Uses workforce data and dashboards to inform leadership decisions and scenario planning. Succession & Leader Development : Owns succession planning for critical roles and targeted development of leaders and high‑potential talent. Ensures leadership readiness for current and future business needs. Culture & Engagement : Accountable for culture and engagement outcomes; drives action planning using employee feedback and engagement insights. Partners with leaders to improve retention, engagement, and team effectiveness. Onboarding & Speed to Productivity : Owns business‑specific onboarding strategies that accelerate time to productivity and reinforce company culture. Labor & Employee Relations (Leveraging Labor Relations COE): Leads the labor strategy and partners with the labor manager on union relationships, negotiations, grievances, and arbitration. Compensation Delivery : Owns pay outcomes, local market start rates, and leadership decision‑making related to compensation. Ensures fair, competitive, and performance‑aligned compensation practices. Organizational Effectiveness & Change : Leads organizational design, role clarity, and change‑management initiatives related to growth, restructuring, or transformation. Talent Acquisition (Leveraging Talent Acquisition COE): Sets hiring priorities, approves offers, and leads senior or critical leadership hires. Partners with recruiting resources or external firms to ensure high‑quality talent outcomes. How This Role Delivers Results Strategic workforce and talent planning Business fluency and operational acumen Senior leader consulting and influence Data‑driven decision‑making and root‑cause analysis Change leadership and organizational design Sound judgment in employee and labor relations Ability to deliver through partnership rather than hierarchy Minimum Qualifications Bachelor’s degree in human resources, business administration, or a related field. Minimum of 7 years experience in human resources or experience working with business leaders on talent, diversity, performance management, and organizational effectiveness. Strong executive presence with exceptional leadership, communication, and influencing skills. Experience partnering closely with executive teams. Strategic thinker with the ability to align employee strategy with business outcomes. High ethical standards and demonstrated ability to handle confidential and sensitive matters with discretion. Proven experience building and scaling HR infrastructure in growing, complex, or fast‑paced organizations. Preferred Qualifications Professional HR certification (e.g., SHRM‑SCP, SPHR). Expertise in employment law, regulatory compliance, and HR best practices. Proficiency in HRIS platforms and Microsoft Office Suite; experience with Workday preferred. Compensation Grade: SP20‑011 Compensation Range: $160,434.00 – $208,565.50 Physical Demand Level for this job is: S – Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met. It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer‑employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law. When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics. #J-18808-Ljbffr