Summary : The Director, People will be responsible for translating enterprise HR strategy into actionable, scalable solutions that drive organizational performance. Reporting to the VP of HR, this senior leader partners with operational and executive leadership to ensure HR programs, practices, and systems enable business goals during a period of significant growth and change. Serving as both a strategic architect and an execution leader, the Director, People will shape and implement initiatives that strengthen leadership capability, reduce turnover, and elevate the employee experience. This role requires someone who can balance strategy with hands-on execution, influence with credibility, and process rigor with empathy. As a key member of the People leadership team, the Director, People will drive cultural alignment, organizational design, and sustainable talent solutions, building the infrastructure needed for long-term operational excellence.

Accountabilities: Strategic & Operational Leadership Translate enterprise HR strategy into actionable plans and roadmaps aligned with business outcomes. Partner with the VP to assess organizational needs and design HR programs that meet evolving demands. Team & Talent Leadership Lead, coach, and develop a team of HR Business Partners and Generalists for high-quality HR delivery. Build HR team capability to balance daily operations with long-term strategic initiatives. Workforce Planning & Organizational Design Support workforce planning, job architecture, spans and layers, and organizational design. Provide data-driven recommendations to optimize structure, capacity, and capability. Retention & Engagement Implement retention and engagement strategies that address turnover, workload, recognition, and well-being. Monitor employee experience trends and partner with leaders to act on insights. Leadership & Capability Development Drive leadership development through coaching, frameworks, and targeted programs. Partner with the VP to scale leadership readiness across all levels. Performance & Employee Relations Oversee performance management cycles, feedback practices, and employee listening programs. Serve as the escalation point for complex employee relations matters while ensuring compliance. People Data & Systems Ensure HRIS accuracy, integrity, and analytics that generate actionable workforce insights. Provide leaders with data to inform decisions on turnover, productivity, and workforce health. Talent Mobility & Succession Implement internal mobility pathways, career progression, and succession planning frameworks. Change & Culture Act as a change leader for organizational initiatives to drive communication, adoption, and alignment. Champion values-based leadership and reinforce cultural expectations through programs and coaching. Compliance & Risk Ensure compliance with labor laws, regulations, and internal policies across all sites. Partner with the VP and legal/compliance teams to proactively mitigate HR risk. Enterprise Collaboration Collaborate with HR Centers of Excellence for cohesive program delivery. Partner with operational leaders to align people initiatives with production, safety, and quality goals. Other Duties as Assigned Support executive leadership on strategic initiatives impacting people, culture, and organizational health.

Attributes • Safety First: Ensures HR policies, training, and practices create a safe, compliant, and supportive workplace for all employees. • Have Humanity: Leads with empathy, designing programs that respect employees’ well-being, diversity, and work-life balance. • Be Transparent: Builds trust through open communication, data-driven decision-making, and clear, consistent messaging. • Drive Innovation: Challenges outdated practices and implements creative, scalable HR solutions that support growth. • Be Resilient: Navigates organizational change and workforce challenges with steadiness and adaptability. • Always Reliable: Provides dependable HR support and consistently delivers on commitments to the business and employees. • Grit: Tackles complex workforce challenges with persistence and determination, ensuring long-term people and business success.

Required Knowledge/Experience: • Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s or HR certification preferred: PHR/SPHR, SHRM-CP/SHRM-SCP). • 10+ years of progressive HR experience, with at least 5 years in a senior HR leadership role in a manufacturing, industrial, or similar environment. • Proven success leading HR teams and aligning people strategies to business outcomes. • Deep knowledge of labor laws, employee relations, and HR best practices. • Track record of driving organizational health, engagement, and culture transformation initiatives. • Strong ability to balance strategic thinking with hands-on execution. • Experience building scalable HR programs and infrastructure in a growing organization. • Exceptional interpersonal, communication, and influencing skills across all levels. • Proficiency in HRIS systems (Paylocity a plus) and Microsoft Office Suite. • Bilingual in Spanish a plus (if applicable to workforce).

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