Executive Director, Human Capital Management

Position Summary

The Executive Director, Human Capital Management (HCM) serves as Odyssey’s senior strategic leader and people champion, responsible for shaping and advancing a cohesive Human Capital strategy that integrates Human Resources, Talent Acquisition, and organizational development under one mission-driven vision. Anchored in Odyssey’s core objectives—Enhanced Employee Care, Exceptional Contract Performance, and Organizational Excellence—this leader will cultivate a culture of care, commitment, ambition, and respect that scales across business groups, functions, and global locations.

 

This position will oversee the transformation of traditional HR and Talent Acquisition operations into a unified, forward-looking Human Capital function that strengthens organizational capability, fosters workforce engagement, and drives measurable business outcomes.

Responsibilities

Duties include, but not limited to: 

 

Strategic Leadership and Integration

• Develop and execute a comprehensive Human Capital strategy that aligns with Odyssey’s business goals, values, and long-term growth priorities.
• Lead the integration of Human Resources and Talent Acquisition into a cohesive Human Capital organization—strategically aligning talent attraction, engagement, development, and retention.
• Serve as a trusted advisor and thought partner to Executive Leadership Team (ELT) on human capital strategies including organizational design, change management, workforce planning, leadership development, and succession planning.
• Define and articulate the vision for a world-class Human Capital function that supports operational excellence, organizational agility, and workforce well-being.

Talent Acquisition and Workforce Strategy

• Oversee the design and execution of a comprehensive Talent Acquisition strategy that supports Odyssey’s growth, mission, and diversity objectives.
• Lead efforts in workforce planning, forecasting, and pipeline development, ensuring alignment between future skill needs and business priorities.
• Advance Odyssey’s employer brand and candidate experience, leveraging data-driven insights to optimize recruiting performance and outcomes.
• Integrate TA systems (iCIMS) and analytics into the broader HCM technology ecosystem to enable efficiency, transparency, and measurable impact.
• Collaborate with business leaders to ensure equitable and inclusive hiring practices across all functions and levels.

Employee Experience and Organizational Culture

• Champion a positive, inclusive, and high-performing culture that reflects Odyssey’s values and enhances employee care.
• Lead initiatives that promote employee engagement, development, and well-being across all stages of the employee lifecycle.
• Oversee professional development, leadership training, and succession planning frameworks to cultivate future-ready leaders.
• Design and administer competitive total rewards programs—including executive compensation, merit planning, and benefits strategies—that attract and retain top talent.
• Partner with leadership to advance diversity, equity, inclusion, and belonging (DEIB) as a fundamental organizational pillar.

Organizational Capability and Performance Excellence

• Build a world-class Human Capital function that drives measurable business value through strategic workforce design, leadership development, and organizational performance.
• Lead large-scale organizational change initiatives that strengthen adaptability, collaboration, and efficiency.
• Leverage HRIS (UKG) and related systems to enable data-driven decision-making, analytics, and operational excellence.
• Establish key metrics to assess organizational health, engagement, and performance; translate insights into actionable improvement plans.
• Promote cohesion across business groups through standardized processes, clear governance, and a strong partnership model between HR, TA, and operational leaders.

 

Qualifications

Citizenship: Must be a US citizen

 

Minimum Required Qualifications

 

Education: 

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Master’s degree or MBA strongly preferred.

Years of Experience: 

• Extensive, progressive experience (typically 15+ years) in Human Capital, HR, or People leadership roles, including at least 10 years in senior or enterprise-level positions.

 

Technical Skills:

• Demonstrated success leading an