Director of Human Resources

Southworth International Group, Inc. (SIGI) is the world’s largest manufacturer of ergonomic material handling equipment for vertical lifting and work positioning. Our products are designed to improve worker productivity while reducing the potential for worker injuries. Anywhere where workers are lifting and positioning items, handling pallets, working with parts in containers or transporting loads in a factory or warehouse, SIGI has a product to make the job faster, safer, and easier.

We are seeking a Director of Human Resources to lead human resources function for our mid-sized manufacturing organization with multi-site operations in North America, Europe and China. This position will be based either at SIGI headquarters in Falmouth, Maine or our location in Manila, Arkansas.

The Director will translate global strategy into region-specific talent approaches, while balancing standardization and local responsiveness. This role drives people strategy and operational HR excellence across manufacturing plants and supporting functions, ensuring globally scalable processes and systems, strong employee relations, compliant global and regional practices and a culture characterized by high performance and continuous improvement. The Director is a trusted advisor to senior leadership and a hands-on partner to regional and functional leaders, balancing strategic leadership with pragmatic execution.

The Director of Human Resources’ overall objective is the success of SIGI in alignment with the company’s growth strategic plan and talent strategies.

Duties and Responsibilities

HR Strategy and Leadership

• Update and execute multi-year global talent strategy aligned with SIGI growth strategic plan, financial objectives and Balanced Scorecard objectives
• Lead HR organization that supports multi-site manufacturing, including shared services, HRBP support, and local HR compliance
• Serve as an advisor to senior leaders on organizational design, workforce planning, leadership capability, and culture
• Present to Board of Directors on elements of talent strategy

Talent Acquisition and Workforce Planning

• Lead global recruitment strategy for corporate, technical and plant roles
• Partner with operations leaders to forecast labor demand, manage staffing models, and reduce time-to-fill / turnover, especially for critical positions
• Implement scalable onboarding and retention programs that improve early tenure success with new hires
• Implement internship, apprenticeship and other early-stage talent acquisition programs in partnership with local educational and training institutions

Total Rewards (Compensation, Benefits, Incentives)

• Design and manage competitive, market-aligned compensation and benefits programs across regions, balancing standardization and local requirements
• Maintain job architecture, leveling and pay governance
• Oversee annual compensation cycles, bonus programs and merit planning
• Partner with Finance to manage benefits cost trends and ensure equitable, compliant rewards practices

Employee Relations

• Manage and mediate employee relations issues to achieve successful resolution of concerns and risk mitigation for the company, in accordance with company policies and local and federal employment laws. Partner with legal support and local counsel as needed to ensure compliance with labor laws and supporting audits as necessary
• Develop frontline leader capability to improve engagement, reduce conflict and strengthen accountability

Performance Management, Learning and Leadership Development

• Develop and implement training programs and training resources that align with and support company goals for business growth, change management, employee development to address skill gaps in the workforce. Collaborating with departments leaders, evaluate training program effectiveness, scalability across SIGI, and make improvements as needed
• Manage the performance management process and facilitate improvement of performance management systems and training to reinforce a culture of measurable goals, feedback and accountability
• Manage the talent roundtable process
• Build training frameworks for product, technical and compliance training

HR Operations and Policies

• Ensure strong HR operations: payroll oversight, HR administration, benefits, leave management, employee data governance
• Lead HR process standardization and adoption; improve data quality and reporting
• Support dashboards that link workforce metrics to business outcomes (key metrics include safety, career advancement and retention)

Compliance and Risk Management

• Ensure compliance with employment laws and regulations in the United States, Mexico, China, Sweden, Germany, France, the United Kingdom and other countries as applicable
• Provide inputs into Enterprise Risk Management (ERM) process

Change Management and Culture

• Lead HR’s role in transformation initiatives (site expansions, merger integration, automation)
• Drive engagement strategies and culture initiatives that support continuous improvement, employee engagement and safety
• Establish communication rhythms and leader toolkits that strengthen alignment across geographies

Qualifications – Skills and Experience

• Human Resources senior professional with 10+ years of progressively responsible strategic HR leader and business partner experience, with the ability to build and evolve a scalable HR organization capable of multi-site operations. This includes assessing team capabilities, developing future-ready HR talent, clarifying roles and expectations, and ensuring that the HR function has the skills, tools, and depth required to support business growth and transformation
• At least 10 years of experience in human resources/organization assessment, learning and talent development, talent acquisition, assessment, and development experience, with proven ability to coach leaders and employees, with strong knowledge and ability to work effectively in a global matrix organization
• Experience within manufacturing / industrial environments, demonstrated success supporting multi-site operations; experience across at least two global regions preferred
• Experience with lean manufacturing and/or continuous improvement culture
• Deep and broad understanding of employment law, recruitment and selection, employee relations, and overall risk management
• Demonstrated ability to think creatively and collaboratively about staff development and training opportunities and develop content as needed
• Ability to influence and build credibility at all levels and establish collaborative working relationships
• Proven ability to operate in a fast-paced, complex, decentralized and geographically diverse organizational structure
• Superior interpersonal, communications, flexibility and conflict management skills.
• Solid strategic thinking and proactive problem-solving skills
• Excellent networking and interpersonal skills as well as strong organizational skills and initiative
• Proficient computer skills – especially Microsoft Suite of applications (Word, PowerPoint, Excel) and HRIS/HRM systems
• Willing to travel domestically and internationally as needed (travel approximately 25% of working time)

Personal characteristics

• Demonstrates high integrity and sound judgement, with the ability to maintain confidential information in a professional manner
• Sets high standards for results and accountability, with a proactive, solution-oriented approach to problem solving.
• Resilient, optimistic, and adaptable, with the ability to lead well in a fast-paced and changing environment and perform well under pressure.
• Empathetic and self-aware leader who builds trust, motivates others, and creates an inclusive, engaging environment.
• Exhibits strong coaching and advisory mindset, developing leaders and teams through feedback, mentorship, and thoughtful guidance
• Builds and sustains strong relationships across all levels of the organization, as well as with external partners, while confidently driving change.
• Possesses strong business orientation, demonstrating the ability to balance people, performance, and operational outcomes through collaboration.
• Actively seeks and incorporates feedback, showing a commitment to continuous personal and professional growth
• Serves as a visible role model of company values, developing others and strengthening leadership capability across the organization

Qualifications – Key Competencies

• Motivates and Inspires - Creates an environment that stimulates others to follow and be part of the change process
• Result oriented - Produces results of high standard through planning, implementation, and evaluation of programs and policies
• Change management and systemic problem-solving – Must be adept at managing and leading through change and proactively problem-solving
• Win the right way - committed to the highest ethical standards among all stakeholders in the organization and conducting its business with those standards

SIGI is an Equal Opportunity Employer: You will receive consideration for employment without regard to race, sex, color, religion, sexual orientation, gender identity, national origin, protected veteran status or disability

We’re only hiring those authorized to work in the United States. We do not currently sponsor immigration visas

SIGI does not accept unsolicited resumes from search firms or employment agencies. Any unsolicited resume will become the property of SIGI