HR Director

Summary:

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 initiatives.

• Ensure 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:

The successful candidate will demonstrate advanced expertise across the following areas:

• Strategic HR Management: Deep understanding of HR operations and alignment with organizational strategy.

• Workforce 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 situations.

• Communication & 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 Relations.

• Experience: 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: $150,000-$170,000 base with bonus potential