Senior Director Human Resources

Overview

Are you a strategic HR leader ready to drive transformation and shape a high-performing culture? Join us as our Sr. Director of Human Resources and lead key initiatives that impact talent, performance management, organizational effectiveness, and employee experience across our Corporate division.

 

Position Overview:

The Senior Director of Human Resources implements and/or coordinates processes and practices in support of divisional organizational planning and development, talent acquisition, succession planning, training, and employee relations. This position partners with (and advises) Senior Management on Human Resources (HR) initiatives and issues, serving as the strategic HR partner on current and future trends in areas such as talent, performance management, career development, and external implications. A key success factor will be the facilitation of a culture where best practices are retained and shared across the business and identify opportunities for sharing best practices.

 

The work involves driving toward results by enrolling the commitment and buy-in of peers, direct reports, clients, and Corporate Division leaders. While the position requires strong initiative and self-direction, results are only achieved with and through people. Therefore, a self-confident style that can enliven, engage and positively impact individuals and groups is essential.

 

What We Offer:

• Competitive hiring salary
• Comprehensive benefits package that includes Medical/Dental/Vision/Life Ins/STD & LTD Ins and 401K plan
• Flexible work environment with hybrid work available. The candidate must be located in Phoenix, AZ
• Up to 20% travel

Responsibilities

 

Strategic HR Leadership: Provide input and guidance on enterprise people programs and overall enterprise strategic direction, including leading initiatives as delegated by HR leadership. Advise and coach business leaders on talent and organizational effectiveness topics to achieve business objectives while also consulting on policy, culture, and legal issues impacting the division.

Talent Acquisition: Manage business partnership and talent acquisition for the division, provide coaching and guidance to ensure the team can deliver on goals

Training and Development: Partner with leaders to identify competency, knowledge and talent gaps and develop specific plans to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilitiesHR Metrics and Reporting: Navigate the HRIS and other databases to provide reports for critical analyses of the HR function and the people resources of the organizationShaping Strategy: Participate in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people. Translate the strategic and tactical business plans into HR strategic and operational plans. Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organizationEmployee Relations: Lead complex and sensitive employee relations cases, advising on all steps of relevant processes, bringing in employment counsel and support when required. Monitor and analyze employee relations, people trends and metrics, identifying areas of improvement and recommending solutions.Compliance: Remain updated on the latest developments in employment laws and best practices, sharing this knowledge to support compliance and risk mitigationPolicy Development: Enhances and/or develops, implements, and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization

Team Building and Leadership: Establish/maintain a high performance team of professional, motivated and engaged staff utilizing effective training, performance management and career-development activities while leading them to achieve established business results and performance metricsEmployee Recognition: Recognizes and rewards employee contributions and achievements

 

Qualifications

• Education: Bachelor’s degree in Business, Human Resources or related field (required)
  • Master’s degree (preferred)
• Experience:
  • Minimum of 10 years HR leadership experience in a large and multi-site setti