Senior Director, Human Resources (Operations & Supply Chain)

Locations: Wickliffe, OH or Deer Park, TX 

Travel: 20% primarily domestic 
Job Type: full-time, onsite 4 days/week, remote 1 day 

The Senior Director, Human Resources will partner closely to support the entire operations and supply chain function in North America and across the globe – serving as the lead for global operations where sites outside of NA report into their respective region. The Senior Director will be accountable for strategic counsel and advice to the SVP of Operations, as well as the Operations Leadership team, which includes global leaders across Supply Chain, HSES, Manufacturing Technology, Quality and Continuous Improvement. You will ensure the operations and supply chain functions have a competitive talent base to achieve their associated goals and objectives.

This role requires both strategic perspective and strong execution, with the ability to translate workforce, succession, and organizational plans into measurable outcomes. You will build senior leaders’ capability to drive strategic workforce planning, organizational design, change readiness, talent & compensation reviews, performance management & succession planning, and other strategic HR services alongside the HR COEs.

The Senior Director will lead a team of regional and site‑level HR professionals supporting 20 manufacturing and specialty facilities of varying size (<100 to 1000+), operating within a regional and global matrixed environment.

In addition, this role will serve as the Operations “COE” with accountability for global HR operations best practices and policy standardization.

How You’ll Make an Impact 

• Build and sustain trusted advisor and business partner relationships with senior operations and supply chain leaders, earning credibility quickly and engaging at both strategic and operational levels
• Provide direct leadership for North American site HR teams and indirect leadership for global HR operations, ensuring consistency while adapting to regional and cultural differences
• Demonstrate deep understanding of manufacturing safety environments, mobilizing site HR teams to reinforce safety culture where errors carry significant risk
• Lead and support labor relations activities within NA, in partnership with the Global LR/ER COE to ensure alignment in global operations LR strategies as well as local NA negotiations.
• Partner with the Global LR/ER COE to identify ER trends and areas that need to be addressed at operating sites within NA as well as globally.
• Partner with senior leaders to align and deliver practical, executable talent strategies, reducing complexity and ensuring enterprise HR solutions drive real business impact, including:
• Partner with senior leaders to identify and address organizational, capability, and change needs; planning and executing change initiatives in fast-moving environments
• Conduct workforce and capability analyses to identify short- and long-term needs aligned to business priorities, and translating insights into actionable workforce strategies
• Partnering with business leaders to define recruiting priorities and provide input into recruiting strategies and program design
• Representing business needs in compensation and benefits discussions, providing feedback to COEs on effectiveness, communication, and deployment
• Analyzing trends, metrics, and workforce data to inform decisions and drive execution in partnership with HR COEs
• Partnering with senior leaders to address productivity, performance, and organizational effectiveness challenges
• Maintain strong understanding of the business, competitive landscape, and operational priorities to anticipate talent and HR implications, including:
• Partnering with COEs and site HR leaders to identify learning and capability gaps and implement targeted development initiatives
• Coaching senior leaders through talent, performance, and workforce planning discussions, with an emp