Director, Corporate Human Resources

The Director of Human Resources, Corporate Services is a strategic member of the HR Leadership Team for Overhead Door Corporation and leads HR and workplace operations for Corporate Shared Services, including Finance, IT, Legal, and Human Resources. As a trusted advisor to Shared Services leadership, this position develops and executes people strategies, HR programs, and ensures alignment of workplace initiatives to support business objectives, strengthen organizational capabilities, enhance team member experience, and ensure consistent, equitable, and legally compliant employment practices.

Skills/Experience Requirements

• 10 plus years'' experience as a Human Resource Manager in a medium to large company
• Possess knowledge of management-labor relations, the principles, practices, and procedures of Human Resources Management.
• Must have a sound working knowledge of statistical concepts, methods, and data collection procedures.
• Must have knowledge of the principles and practices of modern office management and recordkeeping.
• Must be able to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action.
• Must be able to prepare comprehensive reports and represent ideas clearly and concisely, both orally and in writing.
• Must have the ability to exercise considerable judgment and discretion in establishing and maintaining good working relationships.
• Mathematical aptitude, analysis skills and ability to communicate effectively orally and in writing. Strong interpersonal skills in dealing with top management.
• Broad knowledge of human resources best practices.

Education Requirements

• BS degrees or relevant discipline
• SHRM or HRCI Certification preferred
• Computer experience required in MS Word, Excel, and Power Point
• Oracle HCM Fusion experience highly desirable.

Strategic Business Partnership

• Partner to support employee relations, talent acquisition, development, succession, organizational design, engagement, communications, compliance, and HR operations for Corporate Shared Services.
• Serves as a strategic HR partner for corporate functions and business leaders outside of the headquarters location, coordinating HR support, ensuring alignment across stakeholders, and facilitating appropriate leadership involvement to support organizational and business objectives.
• Advise and coach Shared Services leaders on employee relations, performance management, talent development, succession planning, leadership effectiveness, and organizational design.
• Lead workforce planning, talent review, succession planning, and key talent development processes for Corporate Shared Services.
• Serve as the primary business partner to HR systems, driving process enhancement needs, testing, critical data reports, implementation, and continuous process improvement.
• Utilize workforce analytics and key HR metrics to identify trends, assess organizational effectiveness, and support business decision-making.
• Support organizational change initiatives, including restructuring, workforce transitions, communication planning, and change management activities.
• Review and support terminations, severance agreements, and outplacement requests for consistency, compliance, and risk mitigation.
• Partner with Shared Services leaders on employee engagement and listening initiatives, utilizing survey results and workforce data to identify trends and drive action plans.
• Identify talent development needs and recommend appropriate learning and development opportunities that align talent strategy to business strategy.
• Champion a culture aligned with company values, accountability, engagement, inclusion, and continuous improvement.
• Support and develop a team of direct reports.
• Perform other duties and special projects as assigned by the CHRO.

Compliance

• Maintain employee handbooks including the recommendation, development, and implementation of policies designed to improve clarity, understanding, and compliance.
• Develop and administer Affirmative Action Plans and ensure compliance with Department of Labor and OFCCP requirements.
• Manage EEO, VETS-4212, and other required federal, state, and local reporting requirements.
• Build productive relationships with vendors, government agencies, contractors, and industry partners, as appropriate.
• Lead or support workplace investigations, including management of the ODC Ethics Hotline process, case administration, timely resolution, and recommendations to leadership.
• Support workers'' compensation investigations, documentation, and compliance activities.
• Maintain current knowledge of employment laws, regulations, and HR best practices through professional development and industry involvement.

Budget & Facilities Management

• Develop and manage HR and facilities operating budgets, including oversight of corporate office operations, facility projects, and property management relationships.
• Select vendors and negotiate contracts and pricing for HR and facilities-related services.

Strategic Business Partnership

• Partner to support employee relations, talent acquisition, development, succession, organizational design, engagement, communications, compliance, and HR operations for Corporate Shared Services.
• Serves as a strategic HR partner for corporate functions and business leaders outside of the headquarters location, coordinating HR support, ensuring alignment across stakeholders, and facilitating appropriate leadership involvement to support organizational and business objectives.
• Advise and coach Shared Services leaders on employee relations, performance management, talent development, succession planning, leadership effectiveness, and organizational design.
• Lead workforce planning, talent review, succession planning, and key talent development processes for Corporate Shared Services.
• Serve as the primary business partner to HR systems, driving process enhancement needs, testing, critical data reports, implementation, and continuous process improvement.
• Utilize workforce analytics and key HR metrics to identify trends, assess organizational effectiveness, and support business decision-making.
• Support organizational change initiatives, including restructuring, workforce transitions, communication planning, and change management activities.
• Review and support terminations, severance agreements, and outplacement requests for consistency, compliance, and risk mitigation.
• Partner with Shared Services leaders on employee engagement and listening initiatives, utilizing survey results and workforce data to identify trends and drive action plans.
• Identify talent development needs and recommend appropriate learning and development opportunities that align talent strategy to business strategy.
• Champion a culture aligned with company values, accountability, engagement, inclusion, and continuous improvement.
• Support and develop a team of direct reports.
• Perform other duties and special projects as assigned by the CHRO.

Compliance

• Maintain employee handbooks including the recommendation, development, and implementation of policies designed to improve clarity, understanding, and compliance.
• Develop and administer Affirmative Action Plans and ensure compliance with Department of Labor and OFCCP requirements.
• Manage EEO, VETS-4212, and other required federal, state, and local reporting requirements.
• Build productive relationships with vendors, government agencies, contractors, and industry partners, as appropriate.
• Lead or support workplace investigations, including management of the ODC Ethics Hotline process, case administration, timely resolution, and recommendations to leadership.
• Support workers'' compensation investigations, documentation, and compliance activities.
• Maintain current knowledge of employment laws, regulations, and HR best practices through professional development and industry involvement.

Budget & Facilities Management

• Develop and manage HR and facilities operating budgets, including oversight of corporate office operations, facility projects, and property management relationships.
• Select vendors and negotiate contracts and pricing for HR and facilities-related services.