Director, Human Resources (Finfans)

Ensuring Chart's Success…

"Cooler By Design" - Chart's principal focus is the design and fabrication of cryogenic equipment; so you can see where we get our tagline from, right? Well, yes and no - see, we think the stuff we design and build is pretty cool too. What's more, we're problem solvers. Customers don't come to Chart with an equipment specification, they come to Chart with a challenge. That's where you come in, because someone has to figure it out, all the way from conceptual design to installation and commissioning of equipment at site. The applications we service are pretty diverse (and cool) too - from solutions for launching rockets into space; to providing low carbon energy for vehicles, industries and even entire communities; to the preservation of critical human and animal tissue. Pop into a well-known fast food outlet and it'll likely be Chart equipment supplying your carbonated beverage. If nitro coffee or nitro ice cream is your thing - well, that's Chart technology too (and it's also cool)! Interested to learn more? Take a tour of Chart City to get a feel of how Chart equipment solutions impact our daily lives.

We are looking for an HR Director to join our team in Beasley, TX. This role will serve as a strategic partner to leadership, ensuring the effective execution and oversight of all human resources functions. This role requires strong leadership, decision-making, and the ability to delegate responsibilities while maintaining accountability for outcomes.

The Director, Human Resources serves as the primary HR partner to the VP of Operations, providing strategic people leadership and organizational support. This role supports a manufacturing business with more than 1,000 employees. As a trusted advisor to senior operational leadership, the Director is responsible for aligning people strategies with business objectives, leading a team of HR Managers and HR professionals, and balancing strategic workforce planning with hands-on execution to drive operational and business results.

What Will You Do?

Leadership & Team Management

• Lead, coach, and develop a team of HR Managers and HR professionals across multiple manufacturing locations.
• Establish priorities, ensure execution excellence, and build organizational capability through effective delegation, coaching, and accountability.
• Create consistency in HR practices while enabling site-level flexibility and responsiveness.

Strategic Business Partnership

• Partner with Operations leadership to develop workforce strategies that support growth, productivity, organizational effectiveness, and labor planning.
• Translate business objectives into actionable people strategies, including organizational design, talent planning, succession planning, and change management.
• Influence decisions and drive outcomes through strong stakeholder management and credibility with frontline and executive leaders.

Manufacturing & Multi-Site Leadership

• Provide HR leadership across multiple manufacturing locations, fostering strong site relationships and visibility on the production floor.
• Maintain a regular presence in operations to understand workforce needs, build trust, and support operational priorities.

Broad Ownership of HR Function

Provide oversight of core lifecycle of HR operations including talent acquisition, employee relations, compensation, benefits, compliance, and workforce analytics.

• Compliance & Risk Management: Ensure adherence to all federal, state, and local employment laws and regulations. Develop and maintain policies and procedures that meet legal requirements and mitigate organizational risk.
• Talent Acquisition & Workforce Planning: Lead recruitment strategies to attract top talent. Oversee the full cycle hiring process, including interviews, assessments, and selection, while delegating operational tasks to HR team members.
• Training & Development: Develop and coordinate management and employee training programs in areas such as leadership, compliance, performance management, and workplace safety. Delegate facilitation as appropriate.
• Employee Relations & Conflict Resolution: Serve as a trusted advisor to management on employee relations issues. Implement proactive strategies to maintain a positive work environment and resolve conflicts effectively.
• Performance & Compensation Management: Administer and oversee performance review and salary administration programs to ensure fairness, consistency, and alignment with organizational objectives.
• Separation & Retention Strategies: Oversee exit processes, including interviews and documentation. Analyze trends to recommend strategies for reducing turnover and improving retention.
• Leadership & Delegation: Build and lead a high-performing HR team. Delegate responsibilities effectively while maintaining oversight and accountability for results.
• Other Duties as Assigned: Adapt to evolving organizational needs and take on additional responsibilities as required.

Your Education & Experience Should Be...

• Bachelor's degree in human resources, Business Administration, or related field preferred.
• Minimum 7-10 years of progressive HR experience, including leadership roles.
• Proven track record in strategic HR management and team leadership.
• Master's degree (M. A.) or equivalent; or four to ten years related experience and/or training; or equivalent combination of education and experience.

Your Qualifications Should Include...

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Experience supporting manufacturing, industrial, or operations-based environments.
• Demonstrated success leading HR teams, including direct management of HR Managers.
• Proven ability to influence senior leaders and drive results in a fast-paced, high-growth organization.
• Experience supporting large employee populations across multiple locations.
• Strong business acumen with the ability to connect people strategies to operational and financial performance.
• Comfortable operating at both strategic and tactical levels.