Director, Human Resources

Talent & Leadership Development

• Lead the end-to-end talent management practices, including succession planning, talent reviews, and leadership development aligned to business priorities.
• Drive a consistent performance management approach across the organization.
• Establish career paths and development opportunities to support employee growth.
• Build leadership development and coaching programs to strengthen capability.
• Oversee the Learning Management System (LMS) vendor relationship; ensure content is relevant, accessible, and utilized.
• Establish clear metrics and ROI for learning programs.
• Build and scale supervisor and leadership development programs that balance compliance requirements with critical leadership and soft-skill capabilities.

Employee Experience & Lifecycle

• Own the end-to-end employee experience, ensuring engagement and retention.
• Partner with Talent Acquisition to align hiring strategies with workforce needs.
• Lead onboarding strategy and execution.
• Lead employee engagement efforts, including surveys and action planning.
• Oversee offboarding processes and utilize insights to strengthen retention.
• Serve as a trusted advisor to leaders on employee relations and organizational matters.
• Own employee retention strategies, including stay interviews, career development conversations, and proactive workforce planning in collaboration with the Executive Leadership Team and business leaders.

Organizational Design & Workforce Planning

• Partner with the Chief of Staff and ELT on organizational design and structure.
• Lead workforce planning, including headcount modelling and capability assessments.
• Maintain job architecture and role clarity across the organization.
• Support M&A activity including integration and alignment.
• Provide data-driven insights on workforce trends.

Employee Relations, Compliance & Governance

• Ensure HR policies and practices comply with employment laws.
• Lead employee relations matters, including investigations.
• Partner with legal on complex employment matters.
• Oversee HR policies and the employee handbook.
• Maintain strong HR governance and data integrity.
• Own the HR policy framework: author, maintain, and communicate all HR policies and the employee handbook; ensure timely updates as laws and regulations evolve.
• Design and oversee HR audit processes to ensure data integrity, policy adherence, and regulatory compliance across all HR functions.

Culture, Engagement & DE&I

• Champion and strengthen company culture and values.
• Translate employee feedback into actionable plans.
• Support change management and communication efforts.
• Develop recognition programs that reinforce performance.
• Champion and steward Petmate’s organizational culture; identify current culture strengths and gaps through assessment tools.
• Build and sustain a recognition and reward framework that reinforces desired culture and performance behaviors; partner with leaders to drive consistent adoption.

Management/Supervisory

• Lead and develop a team of HR professionals, including HR Generalists and Employee Relations Specialists, providing coaching, direction, and growth opportunities.
• Model Petmate’s values and set the standard for HR partnership excellence within the team; foster a high-accountability, high-support team culture.