Sr. Director, HR Strategy

Job Summary

Senior Director, Human Resources (HR) Strategy will serve as a pivotal HR leader, aligning people strategies with organizational goals to drive business success. This individual will act as a strategic advisor to senior leaders and their respective teams and will connect HR strategies, systems and processes to the broader enterprise objectives that deliver measurable outcomes. Senior Director, HR Strategy will serve as a key member of Human Resources and business leadership teams and will drive consistency and excellence across the Human Resources business partner function. Senior Director, Human Resources Strategy will coach and develop a team of trusted advisors (strategic HR Business Partners) that fosters a high-performance culture and shapes workforce strategies that support innovation, growth and operational excellence. 

Job Details/Responsibilities

• Serve as a strategic advisor to business leaders, providing guidance on, and developing, organizational designs, talent strategy, succession planning, and workforce optimization to support business growth.
• Help inform and build structures that support skills and systems that promote a high-performing and engaged culture across the organization. 
• Lead, coach, and develop a team of strategic HR Business Partners to ensure effective delivery of HR programs, associate relations, performance management, and talent development initiatives.  
• Build HR Business Partner capabilities across the team to ensure strategic alignment, executional excellence, and a consistent associate and people leader experience.
• Partner with leadership to identify organizational gaps and opportunities, and design solutions that enhance agility, productivity, and engagement. 
• Anticipate and solve complex organizational and talent challenges, aligning people strategies with business priorities and fostering a culture of high performance, collaboration, innovation, inclusion and belonging. 
• Establish collaborative and productive relationships with Center of Excellence teams to align priorities and deliver strategic workforce solutions to drive impact across the functions and teams.
• Diagnose organizational challenges and design HR interventions, in partnership with COEs as applicable, to improve structure, agility, and performance across the business.
• Leverage HR analytics and insights to inform business strategies and decisions, improve HR practices, and identify workforce trends and risks. Anticipate external trends, influence and translate business strategy and organizational needs into innovative people solutions including organizational design, inclusion, engagement, succession & talent management, change management and culture evolution.
• Lead complex organizational change efforts including mergers, acquisitions, integrations, restructurings, and cultural transformations.
• Champion diversity, equity, and inclusion efforts and foster a high-performance, inclusive culture aligned with company core values.
• Manage execution of competing priorities, balancing short-term tactical implementation with longer-term strategic goals.
• Ensure HR practices comply with all relevant labor laws, regulations, and internal policies.
• Strong foundation in Quality System Requirements; including but not limited to compliance with HR procedures and training requirements for new and continuing associates.
• Perform other job-related duties as assigned
   

Knowledge, Skills and Abilities (KSA)

• Extensive knowledge of core HR functions, including talent acquisition, performance management, compensation and benefits, associate relations, learning and development, and DEI (Diversity, Equity, and Inclusion).
• Strong understanding of organizational design principles and how structure impacts business performance and scalability.
• Deep knowledge of workforce planning, talent strategy, and succession planning aligned with long-term business goals.
• Solid grasp of business operations, financial concepts, and strategic planning to align HR strategies with organizational objectives.
• Strategic leadership skills that include the ability to craft and execute enterprise-wide people strategies that drive business outcomes. 
• Change management and transformation skills, leading complex organizational change and culture initiatives.
• Advanced communication and presentation skills, with the ability to influence senior executives and build credibility at all levels.
• Strong coaching and talent development skills, with experience managing, mentoring, and developing high-performing HR teams.
• Highly collaborative, with the ability to partner effectively across functions including business units, COEs, and executive leadership.
• Project management and execution skills, including the ability to lead initiatives from concept through implementation.
• Ability to adapt and thrive in fast-paced, evolving environments, with high levels of resilience and agility.
• Ability to steward a strong organizational culture, fostering inclusion, associate engagement, and values-driven leadership.

Qualifications/ Background Experiences

• Bachelor’s degree in HR, Business, or related fields with a minimum of 15 years’ experience in progressively senior roles in Human Resources, including people management and business partnership responsibilities. Master’s degree preferred.  
• Minimum of 7 years of demonstrated success in developing and managing highly impactful human resources team(s).
• Prior experience in a regulated industry required.
• Requires a strong knowledge of applicable Federal, State, and Local laws and statutes.  
• Requires demonstrated effective change management skills, conflict resolution skills and the ability to promote, motivate and effect positive changes for the total organization.