The Senior Director of Human Resources serves as a senior strategic leader responsible for designing, executing, and continuously evolving the organizations people strategy. This role provides enterprise-wide leadership across all human resources functions, including talent acquisition, workforce planning, employee engagement, performance management, organizational development, total rewards, HR operations, and compliance.

As a trusted advisor to executive leadership, the Senior Director of Human Resources plays a critical role in building a high-performing, inclusive, and values-driven culture that enables the organization to achieve its strategic and long-term business objectives. This position balances strategic vision with operational excellence, ensuring HR initiatives are scalable, data-driven, and aligned with the companys mission, values, and growth trajectory.

Key Responsibilities:

Strategic Leadership & Organizational Development:

- Develop, lead, and implement a comprehensive HR strategy that directly supports the organizations business goals, transformation initiatives, and long-term growth plans.

- Act as a strategic thought partner to the executive leadership team on matters related to organizational culture, leadership effectiveness, workforce planning, succession planning, and enterprise change management.

- Drive organizational design and development initiatives that enhance agility, leadership capability, and operational effectiveness.

- Lead and sponsor initiatives that strengthen leadership pipelines, employee experience, and organizational resilience during periods of growth or change.

Talent Acquisition & Workforce Planning:

- Oversee the full lifecycle talent acquisition strategy, ensuring the organization consistently attracts, hires, and retains high-quality talent across all levels.

- Establish workforce planning and forecasting processes to proactively identify talent needs and optimize staffing models aligned with business priorities.

- Champion employer branding initiatives to position the organization as an employer of choice.

- Drive diversity, equity, and inclusion (DEI) recruitment strategies to build a diverse and representative workforce.

Employee Engagement, Culture & Inclusion:

- Foster and sustain a culture of high performance, accountability, collaboration, and belonging across the organization.

- Lead employee engagement initiatives, including engagement surveys, listening strategies, action planning, and transparent communication programs.

- Partner with leadership to embed inclusion, equity, and respect into organizational practices, policies, and daily behaviors.

- Serve as a steward of organizational values, ensuring they are consistently reflected in leadership actions and employee experiences.

Performance Management & People Development:

- Oversee the design and execution of performance management frameworks that promote clear goal setting, accountability, continuous feedback, and professional growth.

- Lead the development and implementation of leadership development, coaching, learning, and training programs to build internal capability and future leaders.

- Partner with managers and leaders to strengthen people leadership skills and support effective team development and succession readiness.

Compensation, Benefits & Total Rewards:

- Design, implement, and manage competitive and sustainable compensation, benefits, and total rewards programs that attract, motivate, and retain top talent.

- Collaborate closely with Finance and executive leadership on annual compensation planning, budgeting, and workforce cost optimization.

- Ensure compensation and rewards practices are market-aligned, internally equitable, transparent, and compliant with regulatory requirements.

- Monitor market trends and evolving workforce expectations to continuously enhance total rewards offerings.

HR Operations & Compliance:

- Provide leadership over HR operations, systems, analytics, and reporting to drive efficiency, scalability, and data-informed decision-making.

- Ensure full compliance with all applicable federal, state, and local labor laws and employment regulations.

- Oversee the development, maintenance, and communication of HR policies, procedures, and employee handbooks to ensure clarity and consistency across the organization.

- Leverage HR technology and analytics to improve operational effectiveness and employee experience.

Employee Relations:

- Lead the organizations employee relations strategy, including the management of complex and sensitive employee matters.

- Advise leaders and managers on conflict resolution, disciplinary actions, investigations, and policy interpretation.

- Promote a positive, respectful, and legally compliant work environment that supports employee trust and organizational integrity.

Qualifications:

Education & Experience:

- Master's degree in Human Resources, Business Administration, Organizational Development, or a related field;

- 20-28 years of progressive HR leadership experience, with a minimum of 8 - 10 years in a senior or director-level role.

- Demonstrated experience leading HR functions within complex, multi-site, or large-scale organizations; global HR experience is a strong advantage.

- Professional HR certifications such as SPHR or SHRM-SCP are highly preferred.

Skills & Competencies: