HR Director

Human Resources Director The Director Human Resources Business Partner serves as a key member of the HR leadership team, responsible for driving strategic and operational HR initiatives across multiple sites. This role provides leadership, guidance, and development to a team of four site-based HR Business Partners and Corporate Recruiter, ensuring HR practices align with business objectives and foster a positive, high-performance culture. The Director will report to the Vice President Human Resources and act as a trusted advisor to business leaders, providing expertise in employee relations, organizational development, and talent management. Essential Duties and Responsibilities:Lead, coach, and develop a team of site HR Business Partners to deliver consistent, high-quality HR support aligned with business goals. Partner with senior leaders and functional heads to ensure HR strategies support overall business objectives. Advice, coach, mentor, and develop front-line leaders to strengthen leadership capability, drive engagement, and ensure consistent application of HR and operational practices. Oversee all aspects of employee relations, ensuring compliance with applicable labor and employment laws while maintaining a positive and productive work environment. Drive workforce planning efforts to anticipate and meet current and future staffing needs. Provide strategic direction on organizational design, change management, and culture equitable and competitive compensation and benefits practices that attract and retain top talent. Oversee performance management programs, ensuring alignment with company goals and leadership development priorities. Develop and implement employee training and development programs that enhance capabilities and career growth. Champion diversity, equity, and inclusion initiatives that strengthen organizational culture and engagement. Leverage HR technologies and analytics to inform decision-making and improve HR and business effectiveness. Manage department budgets and resources effectively, ensuring efficient use of funds and alignment with business priorities. Required Knowledge and Experience:Strategic HR Management: Deep understanding of HR operations and alignment with organizational Planning: Ability to analyze and forecast staffing needs to maintain optimal workforce capacity. Organizational Development: Knowledge of structure, functions, and change management to drive a positive culture. Manufacturing & Operations Experience (Required): Hands-on HR experience within manufacturing, operations, or consumer products production environments, including direct experience supporting manual labor and production workforces. Employment Law: Strong command of federal, state, and local employment laws and compliance standards. Employee Relations: Proven ability to handle investigations, grievances, and conflict resolution effectively. Change Management: Experienced in leading transitions in organizational structure, culture, or technology. Talent Acquisition & Retention: Experienced in recruitment, onboarding, and retention strategies across all workforce levels—from hourly to professional leadership. Performance Management: Skilled in implementing systems that enhance performance and productivity. Training & Development: Knowledgeable in designing and implementing employee learning programs; experience facilitating training sessions preferred. HR Technology & Analytics: Proficient in HRIS platforms and data-driven decision-making. Required Skills and Competencies:Leadership: Demonstrated success leading and developing HR teams; ability to influence across all levels. HR Expertise: Deep understanding of labor laws, regulations, and HR emerging and best practices. Financial Acumen: Experience developing and managing departmental budgets. Conflict Resolution: Strong mediation and negotiation skills to resolve workplace disputes. Analytical Skills: Ability to interpret HR metrics and analytics to drive continuous improvement. Organizational Skills: Excellent ability to manage multiple priorities and projects simultaneously. Problem-Solving: Sound judgment and decision-making in complex or sensitive & Interpersonal Skills: Exceptional verbal and written communication, with ability to engage credibly across all organizational levels. Relationship Building: Demonstrated ability to build trusted, effective relationships across the full spectrum of the organization—from unskilled and hourly production workers to corporate executives. Coaching and Advising: Skilled in coaching and mentoring employees and leaders across all levels to build capability and drive results. Public Speaking: Comfortable delivering presentations and facilitating large group discussions; ability to do so in both English and Spanish is a plus. Education/Experience:Required: Bachelor's degree in Human Resources, Business Management, Organizational Development, Psychology, or related field. Preferred: Master's degree in Human Resources, Business Administration, or Labor: 5–15 years of progressive HR experience, including at least 3 years in a leadership capacity managing professional staff. Additional Requirements:Bilingual proficiency in English and Spanish (spoken and written) preferred, but not required. Ability to travel periodically to support multiple site locations; domestic US.Be within daily commuting distance from our Corporate Offices in Greeley, Colorado. This role is not eligible for full-time remote working. Salary: $180,000-$190,000 base