Senior Human Resources Director

Division: Dallas Main

Project Location(s): Dallas, TX 75231 USA

Minimum Years

Experience:

15

Travel Involved:

Job Type: Regular

Job Classification: Experienced

Education: Bachelors Degree

Job Family: Human Resources

Compensation: Salaried Exempt

Key partner to Business Center 4 senior leadership in one or more locations or departments to ensure consistent implementation of Human Resources (HR) best practices. Member of regional, headquarters, or department leadership team. Strategically align HR initiatives with business goals. Lead HR teams across locations and departments. Based in the Dallas business unit.

• Lead Human Resources (HR) initiatives and teams across varying locations, regions, departments and/or headquarters, with accountability to various senior leaders based upon location scope and employee volume. Drive HR decisions for alignment with business objectives, and company core values, principles, and priorities.
• Partner with senior leadership in developing regional or headquarters’ business plans and programs; influence direction with emphasis on impact to employees; implement and execute HR strategies.
• Contribute as member of HR Officer – Senior HR Director (HRO-SHRD) team. Cascade feedback and communications to HR teams from senior management decisions and direction.
• Drive strategic thinking throughout HR team and position members as valued business partners to increase influence and decision-making authority.
• Create HR structure and supportive environment to develop high performing HR teams, provide professional development opportunities, ensure departmental succession planning, and engage in coaching and mentoring relationships.
• Lead and develop HR Directors and respective teams to ensure deep bench strength in key areas of HR expertise. Foster teamwork, open communication, and collaboration within extended HR team.
• Deliver timely performance feedback and contribute to performance appraisals during annual performance cycle, utilizing talent management systems.
• Champion diversity and inclusion (D&I) in areas of responsibilities; design, develop and implement grass roots D&I related programs to position every employee for success in career opportunities that fulfill individual aspirations.
• Participate in talent management processes and provide tools and related best practices to extend program effectiveness; collaborate with teams in identification and solutions for talent gaps for critical/key contributor positions.
• Provide direction to local HR team on complex legal and compliance matters affecting employees in the applicable region or department, in partnership with HR Policy and Communication team as needed.
• In collaboration with Employee Relations (ER) and legal counsel, ensure proper management of ER cases in line with company policies and applicable laws.
• Leverage relationships with internal and external Legal Counsel, Compliance, and Third-Party legal services.
• Work in partnership with HR and respective leadership to define HR key performance indicators (KPI) and analyze employee survey results, identify trends at each BU (Business Unit) location, determine actions to increase, improve, and address employee engagement.
• Evaluate and advise on long-term impact of new HR programs and strategies and effects on attraction, motivation, development, and retention of employees.
• Demonstrate consistent lean leadership; evaluate HR structure and processes for areas of responsibility, continuous improvement and efficiency, effectiveness, and responsiveness of the group; gather and analyze commonalities and differences among locations and implement changes to increase consistency across locations.
• Proactively and positively influence development of senior leaders and management within areas of responsibility through coaching, modeling behaviors, and professional interactions.
• Take initiative to lead new HQ/National HR programs.
• Manage costs, trends, budgets, and financial impacts of HR initiatives throughout region(s) and present executive level summary to HRO to influence policy changes and identify opportunities for early intervention.
• Other…