Human Resources Director

• Serve as a key member of the business unit leadership team, acting as a strategic advisor to align people strategies with business objectives.
• Align HR strategies to business priorities to maximize talent, minimize risk, and optimize performance, delivering high-impact solutions based on internal trends and functional needs.
• Understand the unique operating model, onsite environment, and culture to drive improved organizational performance.
• Advise senior leaders on talent risks and the people implications of business decisions, offering evidence-based alternatives.
• Lead change initiatives, including business transformations, leadership transitions, restructuring efforts, scaled event model enhancements, and new technology adoption.
• Coach leaders in change management practices; act as a change agent to maximize adoption and minimize negative impact on employee experience.
• Drive execution of both enterprise-wide and function-specific HR initiatives, adapting solutions to departmental needs.
• Present regular reports, insights, and recommendations to business unit and HR leadership; champion company values and drive cultural initiatives and engagement strategies.
• Use HR analytics to identify trends, diagnose organizational health, and propose data-driven solutions; analyze workforce metrics and KPIs to inform decisions and proactively address risks and opportunities.

• Lead organizational design, workforce planning, and staffing strategies to support growth and future capabilities.
• Provide guidance on staffing strategy, promotions, transfers, and succession planning; partner with General Managers to close critical talent gaps and drive organizational effectiveness.
• Partner with Talent Acquisition and functional leaders to build robust hiring pipelines and deliver an exceptional onboarding experience.
• Design HR solutions addressing acquisition, retention, engagement, and development; monitor external talent trends and provide actionable recommendations.
• Drive localized implementation of enterprise HR processes, programs, and tools.

• Serve as the point of escalation for complex employee relations matters; provide coaching and counseling to leaders while ensuring fair, consistent resolutions aligned with company values.
• Administer policies, procedures, practices, and programs to ensure fairness, consistency, operational improvement, and cost containment.
• Maintain expert knowledge of employment laws, regulations, and industry trends.
• Promote a positive employer–employee relationship, morale, engagement, and two-way communication; support efforts to maintain union-free status where applicable.
• Build credibility across the organization as an effective listener and problem solver; manage sensitive HR matters with confidentiality and sound judgment.

• Provide day-to-day performance management, coaching, career development, and disciplinary actions.
• Oversee performance management systems to ensure timely, constructive feedback and performance improvement; facilitate talent reviews.
• Coach leaders on career development practices and contribute to the design/facilitation of training programs to upskill employees.
• Support critical employee lifecycle moments—including onboarding, career growth, and offboarding—through clear communication and change support.
• Identify and develop high-potential employees for leadership succession planning and long-term workforce stability.
• Retain critical talent by recommending tailored development, recognition, and retention strategies.

• Collaborate with Corporate HR and Centers of Excellence (Talent Acquisition, Total Rewards, Learning & Development, HR Operations) to deliver seamless HR services.
• Promote collaboration within the HR community and across corporate stakeholders to drive unified, consistent support.
• Act as a steward of HR policies and continuous improvement by gathering feedback, conducting audits, and refining HR programs and data practices.
• Manage ad-hoc priorities with agility, reprioritizing to meet evolving business needs.

• 8+ years of progressive HR experience, with at least 3 years in a strategic HRBP or senior HR leadership role supporting business units or general managers.
• Bachelor’s or master’s degree in HR Management, Business Administration, or related field; (SHRM-SCP, SPHR) preferred.
• Proven track record of delivering strategic HR impact in a fast-paced, complex business environment.
• Strong business acumen and ability to translate business strategy into actionable HR initiatives.
• Demonstrated experience in workforce planning, organizational design, talent management, and change management.
• Exceptional influence, coaching, and relationship-building skills with senior leaders.
• Advanced analytical skills and experience leveraging HR data to drive business outcomes.
• Deep knowledge of HR disciplines, including compensation, employee relations, diversity & inclusion, performance management, and employment law.
• Experience with HRIS systems (ADP/Dayforce preferred) and proficiency in Microsoft Office suite.

• Must be able to remain in a stationary position 50% of the time.
• Constantly communicates with candidates, employees and leaders, both verbally and in writing.
• Constantly operates a laptop or computer. 
• Work environment is typically an office environment during normal or extended business hours.
• Must be able to travel up to 10%, as needed.
• Candidates should be able to perform essential job duties with or without accommodation.

Infinite Electronics is proud to be an Equal Employment Opportunity and Affirmative Action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, marital status, age, national origin, disability status, protected veteran status, or any other characteristic protected by law. We are committed to building a diverse