Global Human Resources Director

Location: Novi, MI - Onsite Monday-Friday Lydech is proud to be an equal opportunity workplace and is an affirmative action employer. Lydech offers a full line of innovative engineered products to assist in noise and heat abatement within the automotive and industrial markets. The business manufactures acoustical damping and thermal insulating solutions comprised of fiber and metal based composite product constructions. These products are typically found in the interior (dash insulators), underbody (wheel well, fuel tank, exhaust) and under hood (engine compartment) of passenger vehicles, heavy duty trucks, recreational vehicles as well as in other industrial applications. The segment employs approximately ~1400 employees with operations in the U.S., Germany, France and China. Job Summary: The Global Human Resources Director is responsible for leading and overseeing the human resources function across multiple countries and regions on a global scale, including North America, Asia, and Europe. The primary focus is to drive company HR initiatives, ensuring alignment with business goals and objectives. The Global Human Resources Director uses workforce, financial, and operational data to provide meaningful insights, challenge assumptions, identify risks, and support informed business decisions. The ideal candidate brings strong business judgment and financial and operational acumen, along with the ability to navigate complex global employment environments and lead effective workforce strategies. Duties and Responsibilities: Develop and execute the global workforce and human resources strategy in alignment with the company’s business objectives, operating model, and cultural priorities. Partner with the CEO and senior leadership team to translate strategic and commercial objectives into organizational structures, workforce capabilities, headcount plans, and labor investment priorities. Analyze workforce, financial, and operational data to identify trends, risks, opportunities, and performance drivers, and provide clear recommendations to support executive decision-making. Recommend and lead organizational changes that improve execution, operating efficiency, scalability, and alignment with the company's strategic direction. Coach leaders on organizational effectiveness, leadership capability, performance accountability, workforce risk, and the operational and financial implications of people decisions. Lead succession planning, leadership assessment, talent reviews, and knowledge-transfer efforts for critical operational, technical, commercial, and functional roles. Serve as a trusted advisor and constructive challenger to senior leadership, bringing an independent, fact-based business perspective to Human Resources decisions. Partner with leaders to strengthen organizational culture, employee communication, engagement, and accountability while ensuring that workforce practices support the company’s operating standards and business objectives. Facilitate alignment across functions, sites, regions, and shared-service partners when workforce decisions affect multiple areas of the business. Lead and develop the global human resources team, establish clear accountabilities, and define effective ownership across local HR, corporate leadership, shared services, and external partners. Oversee the design and execution of core workforce programs, including performance management, compensation, talent acquisition, employee relations, leadership development, HR systems, and organizational change. Ensure compliance with applicable global, federal, state, and local employment and labor requirements, including regulatory reporting and recordkeeping obligations, while proactively identifying and mitigating workforce-related risk. Promote a safe and responsible work environment through active support of company safety policies, programs, and leadership expectations. Preferred or Additional, Experience, Education, Skills and Abilities: Bachelor’s degree in business, Finance, Operations, Economics, Human Resources, or a related field, or an equivalent combination of education and experience. At least 10 years of progressive leadership experience across human resources, operations, finance, business strategy, organizational effectiveness, or business transformation, including at least five years leading teams or enterprise-level initiatives. Demonstrated experience with workforce planning, workforce analytics, organizational design, restructuring, cost optimization, succession planning, and complex change execution. Working knowledge of employment and labor requirements and the ability to effectively partner with legal counsel and regional experts across multiple jurisdictions. Strong financial acumen, including the ability to understand business plans, budgets, labor costs, productivity, return on investment, and the workforce implications of profit and loss performance. Ability to synthesize complex workforce, financial, and operational information into clear conclusions and practical recommendations for executive decision-making. Executive presence, sound judgment, and the confidence to challenge assumptions, address difficult issues, and influence senior leaders through facts and business reasoning. Experience leading cross-functional and geographically dispersed teams within diverse cultural and business environments. Strong communication, facilitation, negotiation, problem-solving, and change leadership skills. Proficiency with human resources information systems, payroll platforms, business intelligence tools, and advanced workforce reporting. Ability and willingness to travel domestically and internationally based on business needs. Preferred or Additional, Experience, Education, Skills and Abilities MBA or other advanced degree in Business, Finance, Operations, Organizational Development, Human Resources, or a related discipline. Experience within automotive, manufacturing, industrial, or other operationally complex environments. Prior responsibility for budgeting, operational planning, process improvement, or profit and loss performance. Workday and ADP knowledge and experience. Lean, Six Sigma, SHRM, or comparable business, process improvement, or human resources certification. #J-18808-Ljbffr Socket.dev