Sr Director, Human Resources

Core Responsibilities

• Develop and own the enterprise HR strategy, ensuring people priorities are integrated with EAI’s business objectives and growth plans across all subsidiaries.
• Serve as the senior HR advisor to the President and subsidiary leadership on organizational design, workforce strategy, people risk, and enterprise-wide HR priorities; engage directly on complex or high-stakes matters.
• Translate business strategy into enterprise HR investment decisions, functional roadmaps, and capability priorities; ensure the HR function is organized and resourced to deliver against both near-term needs and long-term growth plans.
• Set the enterprise framework for HR standards, policies, and operating practices across all EAI subsidiaries and locations; approve the policy and documentation framework and hold final accountability for enterprise HR compliance across all operating states, jurisdictions, and global entities.
• Define enterprise HR KPIs; synthesize results across the function for executive leadership and drive corrective action where targets are not met.
• Champion a culture of performance, accountability, and inclusion across EAI’s diverse business entities; model these expectations through how the HR function operates.
• Serve as the senior decision-maker and escalation point on complex or high-stakes matters across any HR domain — including employee relations, compensation, compliance, and international HR; partner with General Counsel as needed on legal matters and investigations.

Qualifications

• 12+ years of progressive HR experience, with at least 4 years leading a multi-functional HR team in a multi-site or multi-entity environment.
• Proven record of operating as a strategic business partner to executive leadership with demonstrated impact on business outcomes and organizational strategy.
• Experience building or scaling an HR function; comfortable operating in environments where infrastructure is still being developed.
• Broad working knowledge of HR disciplines including compensation, benefits, employee relations, and talent management.
• Working knowledge of multi-state employment law; international HR exposure.
• Strong ability to lead through functional managers rather than owning day-to-day execution directly.
• SHRM-SCP, SPHR, or equivalent certification preferred.