Senior Director

Join Our Team as a Senior People Director!

Compensation:

• $185,000 - $195,000 / year
• Bonus Eligible
• Comprehensive benefits package
• Preference for candidates who reside in California to meet specific business needs related to this remote position
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• Up to 60% travel required

The Senior People Director leads and is accountable for the performance, effectiveness, and results of the Regional People Leader team across the United States and Canada. This role serves as a strategic partner to Field Operations leadership, ensuring consistent, high-quality execution of all people processes, including talent management, employee relations, labor relations, training, compliance, and culture across the field organization.

The Senior People Director champions SSP's values of Passion, Ownership, Team, and Curiosity
, driving a high-performance, inclusive culture where leaders are developed, teams are engaged, and results are achieved. This role ensures full alignment and consistency with enterprise-wide people strategies, policies, programs, and initiatives, while holding leaders and People teams accountable for execution, compliance, and measurable outcomes. The position plays a critical role in shaping organizational capability, mitigating risk, and building strong leadership pipelines to support SSP's growth and operational excellence.

• Lead & Develop the Regional People Leader Team
  • Build, lead, coach, and hold accountable a high-performing team of Regional People Leaders to deliver consistent, high-quality HR support across all locations.
  • Set clear performance expectations, regularly review results, and take decisive action to address performance gaps.
  • Foster a strong sense of teamwork, collaboration, and shared accountability across the People team and with Operations partners.
• Culture, Engagement & Values Leadership
  • Champion and embed SSP's values of Passion, Ownership, Team, and Curiosity across the field organization.
  • Drive measurable improvements in engagement, retention, and morale through targeted listening and action planning.
  • Coach field leaders to lead with empathy, clarity, and accountability.
  • Ensure leaders consistently model SSP values and are held accountable when behaviors do not align.
  • Promote meaningful recognition by encouraging leaders to actively celebrate wins, reinforce positive behaviors, and acknowledge effort.
• Employee Relations & Performance Management
  • Own the execution and consistency of employee relations practices, ensuring fair, timely, and legally compliant resolution of issues.
  • Provide strategic guidance to leaders on performance management, corrective action, investigations, and terminations.
  • Analyze trends with curiosity and rigor to proactively address root causes and reduce repeat issues and risk.
• Talent Management & Succession Planning
  • Lead execution of the region's talent processes including performance reviews, talent reviews, Individual Development Plans, and succession planning.
  • Identify and develop high-potential talent by guiding leaders to make thoughtful and consistent, forward-looking decisions that strengthen bench and build readiness.
  • Challenge leaders to think differently and creatively about development and succession, promoting internal mobility and growth.
• Training, Development & Leadership Capability
  • Develop the capability of the Field HR teams by building foundational KSAs, providing coaching, and ensuring they are prepared to effectively support and deliver leadership development training in the field.
  • Partner with the Learning and Development team by driving the regional strategy, execution, and continuous improvement of key development initiatives,
  • Equip field leaders with the skills, tools, and knowledge needed to lead effectively, manage performance, and foster high performing teams.
• Labor Relations & Collective Bargaining
  • Partner closely with Labor Relations to support collective bargaining strategy and execution.
  • Ensure consistent execution of union initiatives, contract administration, and day-to-day union relationship management.
  • Coach leaders on taking ownership of labor strategy, grievance handling, and contract compliance.
• Legal Compliance & Risk Management
  • Ensure full compliance with all federal, state, provincial, and local employment laws and regulations.
  • Proactively identify, elevate, and mitigate people-related risk across the field organization.
  • Hold leaders accountable for compliance and appropriate people practices.
• Policy, Process & Program Execution
  • Own and lead the administration and consistent application of all SSP HR policies, procedures, and programs in the field.
  • Ensure policies are clearly understood, followed, and enforced by field HR and operations leaders
  • Partner with Operations and Support Center teams to drive consistency and execution excellence.
• Strategic Partnership & Organizational Planning
  • Serve as a strategic partner to Operations and Field Leadership, influencing organizational design, workforce planning, and decision-making.
  • Apply curiosity to understand…