Interim Director of Human Resources

About the role

The Sr. Director, Human Resources is the senior HR business partner to the President of the business unit and a critical member of the Senior Leadership Team. This is a multi-site, unionized manufacturing business with over 1,000 employees supported by world-class processing and advanced manufacturing capabilities.

Responsibilities

• Strategic HR Partnership and Organization Effectiveness. Advise the President and leadership team on organization design, workforce strategy, leadership effectiveness, culture, performance and the people implications of business decisions. Translate business priorities into practical HR plans and measurable outcomes.
• Labor and Employee Relations. Lead labor and employee relations strategy across the company including union relationships, contract interpretation and administration, negotiations, grievance management, investigations, policy application and proactive risk mitigation. Partner with leaders and legal resources to promote fair, consistent and legally compliant practices.
• Talent, Workforce Planning and Capability. Direct integrated workforce plans that address staffing, critical skills, recruiting, retention, development, career pathways, succession, talent reviews and workforce analytics. Build pipelines for skilled manufacturing, technical and leadership roles in partnership with Talent Acquisition and relevant Centers of Expertise.
• Leadership, Culture and Change. Coach and develop senior leaders and site leadership teams. Lead change-management strategies for incremental and transformational change, and strengthen employee engagement, communication, inclusion, accountability and trust across sites and shifts.
• HR Team Leadership and Operating Excellence. Lead, organize and develop the HR team; establish clear expectations, priorities and measures; and ensure consistent, high-quality delivery of core HR processes. Leverage company Centers of Expertise while maintaining strong local partnership and execution.
• Enterprise Partnership and Continuous Improvement. Contribute to company-wide HR priorities and the HR Leadership Team. Benchmark external practices, use data and technology to improve decision-making, and identify scalable solutions that strengthen the company’s ability to attract, develop and retain talent.

Requirements

The successful candidate is a strategic, hands-on HR leader who is equally credible on the shop floor, in a labor meeting and in the executive boardroom. This person combines sound judgment, business acumen and practical execution with the ability to build trust, lead through influence and deliver results in a complex, decentralized and highly matrixed manufacturing environment.

• Bachelor's degree in Human Resources, Labor or Employee Relations, Business, Organizational Development or a related discipline.
• 12+ years of progressive HR experience, including significant HR business partnership and people-leadership experience in complex manufacturing, industrial, aerospace, defense or similarly regulated environments.
• Demonstrated experience leading HR for a multi-site, unionized organization, including labor strategy, negotiations, contract administration and employee relations.
• Experience serving as a trusted advisor and influential member of a senior leadership team, with the judgment and executive presence to challenge constructively and drive accountability.
• Proven success leading organizational change, culture transformation, leadership development, succession planning, workforce planning and performance improvement.
• Strong understanding of employment law, HR policy, compensation practices, talent management and risk management, with the ability to partner effectively with Legal and HR Centers of Expertise.
• Strong analytical, strategic-thinking and problem-solving skills, including the ability to translate workforce data into clear decisions and actions.
• Exceptional communication, presentation, coaching and relationship-building skills, with demonstrated ability to lead across boundaries and influence without direct authority.
• Ability to balance strategic thinking with disciplined execution, move with urgency and operate effectively in a fast-paced environment.
• Willingness and ability to travel regularly across multiple sites and work in manufacturing facilities, including occasional nontraditional hours when business needs require.

Qualifications

• Preferred Experience: Graduate degree in Human Resources, Labor Relations, Business or Organizational Development; experience in aerospace and defense or another highly regulated industry; international or Works Council experience; HR Center of Expertise experience; and experience with HR analytics, workforce technology or operational excellence systems.

Skills

• Enterprise and business acumen — connects people strategy to safety, quality, delivery, cost, growth and customer value.
• Credibility and influence — builds trust with employees, union partners, site leaders, executives and enterprise stakeholders.
• Accountability and execution — establishes clear expectations, follows through and delivers measurable results.
• Change leadership — creates alignment, communicates with clarity and helps leaders and employees navigate change.
• Talent and team leadership — develops people, build capability and create a strong, inclusive HR team culture.
• Integrity, innovation, safety and respect — models the company’s values in decisions, relationships and daily leadership.

Benefits

Not specified.

Pay

Not specified.

Schedule

Not specified.