Senior Director, Human Resources

Essential Functions

• Lead HR Business Partnerships, Compensation & Benefits, and Associate Development as one integrated, enterprise-wide people system.
• Partner with the CEOO and Business Unit Leaders to align people priorities with operational strategy.
• Build and sustain a people operating framework that connects strategy to execution with clear processes and measurable outcomes.
• Act as a cultural connector, bringing Luck’s values and people strategies to life across every location.

People Systems Strategy & Execution

• Lead the design and continuous improvement of core people systems: workforce planning, performance management, succession, and talent readiness.
• Ensure HR programs and policies are consistent, practical, and adaptable for both Shared Services and field operations.
• Partner with leaders to forecast workforce needs, strengthen internal pipelines, and support career progression.
• Drive operational excellence through streamlined processes and data-informed decision-making.

Values, VBL Culture & Leadership Development

• Champion Luck’s Values-Based Leadership by modeling authenticity, empathy, and accountability.
• Build leadership capability and environments where associates can reach their highest potential.
• Lead enterprise leadership development programs and reinforce cultural consistency across all business units.
• Integrate belonging behaviors into hiring, onboarding, development, and recognition.

Benefits, Total Rewards & Compliance

• Provide executive oversight for compensation and benefits strategies that attract, retain, and reward talent.
• Ensure all HR practices comply with federal, state, and local employment laws across multi-state operations.
• Partner with Finance to align people investments with business goals.
• Strengthen the associate experience through a holistic approach to pay, benefits, well-being, and development.

Organizational Insight, Development & Change Leadership

• Use data, metrics, and analytics to assess organizational health and provide actionable insights to leadership.
• Lead change management efforts to ensure clarity, readiness, and adoption across teams.
• Represent HR in enterprise-wide strategic discussions and ensure people implications are fully considered.
• Serve as a trusted advisor on organizational design, workforce structure, and leadership capacity.