Global HR Director, Talent Management

Primarily office-based, with occasional time on the manufacturing floor. Requires travel (~25–40%) by car or air, including overnight stays and occasional international travel, plus occasional lifting/pushing/pulling up to 10 lbs.

The Global HR Director, Talent Management is a strategic, hands-on HR partner who aligns people strategy with business objectives to position the division for growth. Reporting to the VP of Human Resources, this role leads workforce planning, leadership development, employee engagement, and cultural transformation, and serves as a trusted advisor to division leadership and site HR teams — translating business needs into HR solutions that strengthen operational effectiveness and talent readiness.

• Align HR strategy with division objectives, driving workforce planning and talent management that support business growth
• Serve as primary advisor to division leadership and site HR teams on employee relations, workplace investigations, and conflict resolution, ensuring compliance and mitigating legal/reputational risk
• Provide data-driven HR insights and strategic recommendations to division leadership; execute HR initiatives aligned with global priorities
• Develop workforce planning strategies that align staffing with seasonality and growth
• Drive performance management, succession planning, and leadership pipeline development with the Global Talent Management team
• Partner with site HR teams and Centers of Excellence (Total Rewards, Talent Management, HRIS) to improve hiring, retention, internal mobility, and HR technology/process improvements
• Onboard, coach, and develop site HR managers to accelerate their effectiveness and ensure alignment with corporate and divisional objectives
• Ensure consistent application of HR policies and programs across division locations, in compliance with local labor laws
• Monitor and mitigate HR-related risk, ensuring compliance with employment laws and ethical practices
• Champion employee engagement, recognition, and culture initiatives across the division, using data to drive improvement
• Support change management efforts aligned with company values and operational goals
• Deploy leadership development programs with the Talent Management COE to build critical division capabilities
• Use HR metrics and analytics to measure effectiveness and inform decision-making

• Drives change adoption and influences stakeholders in dynamic environments
• Translates business needs into HR solutions that improve productivity, retention, and leadership effectiveness
• Strong grasp of strategic planning, resource allocation, and leadership/coordination principles
• Deep expertise in succession planning, talent management, and performance management, including recruitment, compensation/benefits, and employee/labor relations
• Skilled in managing complex employee relations issues — investigations, discipline, conflict resolution — with fair, consistent policy application across sites
• Strong analytical skills to interpret HR metrics, forecast workforce trends, and proactively mitigate HR risk
• Exceptional communication, negotiation, and relationship-building skills across all levels of the organization
• Able to coach and mentor leaders, building strong people managers and future-ready teams
• Knowledge of applicable federal, state, provincial, and country employment laws and regulations, including OFCCP
• Experience with modern HRIS platforms, HR software, and process automation to improve efficiency and decision-making
• Working knowledge of budgeting and general accounting principles
• Able to work irregular/extended hours as needed and travel overnight frequently (approx. 25–40%, domestic and international), sometimes on short notice

• Leading Change: Drives improvement in team, division, and corporate performance through people; balances change with steady execution
• Leading People/Teamwork: Maximizes employee potential and fosters high ethical standards in meeting shared objectives
• Communication: Explains, advocates, and negotiates persuasively with internal and external stakeholders; builds networks and identifies issues affecting the business
• Business Acumen: Interprets financials and metrics, applies current business strategy, and deploys resources effectively to create outcomes
• Results Driven: Makes timely, effective decisions and delivers results through planning, execution, and accountability

• Bachelor's degree in Human Resources, Business, or related field required; Master's degree or MBA preferred
• Senior or global-level HR certification preferred
• 8+ years of progressive HR experience, including 3+ years leading teams with strong exposure to employee relations, talent development, and workforce planning
• Proven track record building HR strategies with measurable business impact; global manufacturing or industrial experience preferred
• Strong knowledge of employment law across the US, Canada, and South America
• Experience leading geographically dispersed teams; M&A integration, restructuring, or workforce-transition experience preferred