Director of HR - Manufacturing & Commercial Services

A growing company in the manufacturing sector with employees across North America and Europe, is seeking a Director of Human Resources. The organization operates multiple manufacturing facilities and is a direct-to-consumer business.

Job Summary

The Director of HR, will provide supervision and leadership to Plant HR Teams and Direct-to-Consumer HR. This role partners with business leaders and corporate resources to achieve strategic goals. The Director serves as an influential business partner driving and aligning business initiatives, providing expert consultation on employee relations, workforce planning, total rewards, talent management, employee engagement, mergers and acquisition activity, HR metrics, and policy management.

Key Responsibilities

• Develop and execute HR strategies that align with business objectives, ensuring effective support for operational goals across all facilities

• Directly supervise, lead and develop the Plant HR Teams (multiple sites) and Direct-to-Consumer HR team

• Provide coaching and guidance to managers on general employee relations initiatives, talent-related projects, salary administration, and performance management

• Direct and/or perform internal investigations of escalated employee claims; manage the resolution of significant employee issues

• Partner with senior leadership on strategic initiatives, providing counsel on possible impacts of decisions

• Lead change management efforts related to organizational restructuring, process improvements, and cultural transformation initiatives

• Lead initiatives to optimize the use of the Workday HRIS, including enhancements to data integrity, reporting capabilities, and user experience

• Ensure comprehensive talent initiatives nurture and enhance the skills and capabilities of employees at all levels

• Utilize HR analytics and metrics to assess workforce trends, inform talent strategies, and drive business decisions

• Foster a positive work environment by addressing employee concerns, managing conflict resolution, and promoting open communication

• Champion DEI initiatives, ensuring inclusive hiring practices and workplace culture

• Lead and manage all compliance, regulatory, and legal related issues including governmental inquiries

• Develop and implement new policies and procedures and administration of Employee Handbook

Requirements

• Bachelor's Degree in HR or related field

• HR Certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)

• 15+ years of progressive HR experience

• Broad corporate HR and employee relations experience

• Multi-site experience in manufacturing environments

• Experience developing and implementing HR strategic plans

• In-depth knowledge of MS Office (Word, Excel, PowerPoint & Teams)

• Experience working with HRIS systems (preferably Workday)

Critical Competencies for Success

• Ability to resolve problems and influence people; results-driven and detail-oriented mindset
• Dynamic and enthusiastic with demonstrated professionalism
• Customer-focused approach based on teamwork and advisory capabilities
• Ability to work on several issues simultaneously and develop relationships at various levels of an organization
• Action-oriented with a focus on exceeding client expectations
• Adaptability and comfort with creating and building new programs and systems

Travel Requirements

• Less than 25% travel required

Benefits

• Competitive salary range: $157,000-$170,000

• Annual bonus potential

• Comprehensive benefits package including 401k, medical, vision and dental

• Relocation assistance available

Equal Employment Opportunity and Non-Discrimination Policy

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Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.

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• Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

State-Specific Information:

• Rhode Island: We do not request or require salary history from applicants.
• Connecticut: We provide wage range information upon request or before discussing compensation.
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Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.