Senior Director, Division HR

The Sr. Director, Division HR serves as a strategic and proactive HR partner, driving people strategies that align with business objectives that position the division for future growth. Reporting to the Vice President, Human Resources, this role plays a critical part in workforce planning, leadership development, employee engagement and cultural transformation to ensure the organization is prepared to meet evolving business demands.

This role serves as a trusted advisor to division leadership and site HR teams, translating organizational needs into actionable HR solutions that enhance operational effectiveness and talent readiness.

 

Why Alamo Group?

 

Founded in 1969, with its Corporate Headquarters in Seguin, TX, and 32 manufacturing locations in the U.S., Canada, England, France, The Netherlands, Australia, and Brazil, Alamo Group Inc. has been a leader in the design, manufacture, distribution, and service of high quality equipment for infrastructure maintenance, agriculture, and other applications. Seguin is located in South Central Texas along the Guadalupe River, a short distance from San Antonio, TX (25 miles), Austin, TX (50 miles), and many other small/mid-sized cities that offer a unique blend of cultural, entertainment, educational, and recreational activities. 

 Alamo Group offers competitive pay and a wide range of employee benefits including:

• Medical, Dental, and Vision Coverage (on this first day of employment!)
• 401(k) Retirement Savings Program with a Company Match (on this first day of employment!)
• Profit Sharing Bonus
• Paid Vacation, Sick Leave, and Holidays
• Company Paid Short and Long-Term Disability Programs
• Wellness Programs
• Employee Assistance Programs
• Training and Develop Programs through the Alamo Group Learning & Development Academy
• And much more!

Qualifications

The Sr. Director, Division HR serves as a strategic and proactive HR partner, driving people strategies that align with business objectives that position the division for future growth. Reporting to the Vice President, Human Resources, this role plays a critical part in workforce planning, leadership development, employee engagement and cultural transformation to ensure the organization is prepared to meet evolving business demands. This role serves as a trusted advisor to division leadership and site HR teams, translating organizational needs into actionable HR solutions that enhance operational effectiveness and talent readiness.

 

The Sr. Director, Division HR will:

1. Align HR strategies with division objectives, ensuring workforce planning and talent management support business growth.
2. Serve as the primary advisor to division leadership and site HR teams on employee relations strategies, workplace investigations and conflict resolution, ensuring consistency and compliance with company policies and employment laws while mitigating legal and reputational risks.
3. Act as a trusted advisor to division leadership, providing data-driven HR insights and strategic recommendations.
4. Execute HR initiatives that align with global priorities.
5. Develop and execute workforce planning strategies, ensuring staffing aligns with seasonality and growth initiatives.
6. Drive performance management programs, business unit succession planning and leadership pipeline development in coordination with the Global Talent Management team.
7. Partner with site HR teams and the Centers of Excellence to improve hiring, retention and internal mobility strategies.
8. Provide guidance and direct support to site HR teams, ensuring alignment with corporate and divisional HR objectives.
9. Lead the onboarding, coaching, and development of new site HR managers to accelerate their effectiveness.
10. Partner with HR teams to streamline HR processes, enhance operational efficiency and address workforce challenges.
11. Ensure HR policies, procedures and programs are consistently applied across division locations, adhering to local labor laws and company standards.
12. Partner with HR COEs, including Total Rewards, Talent Management and HRIS, to drive process improvements and HR technology enhancements.
13. Monitor and mitigate HR-related risks, ensuring compliance with employment laws and ethical business practices.