Scope of Position

The Senior HR Director serves as a trusted advisor to business leaders, acting as both an employee champion and a change agent to strengthen talent across the organization. By proactively partnering with the Americas HR team and the Commercial Opening Solutions business leaders, this role develops an integrated HR strategy and cross-functional partnerships that deliver business-aligned, value-added human capital solutions. This position reports to the HR VP, Americas, with primary relationships across the Commercial Door Opening Solutions leadership team.

A successful leader in this role demonstrates a global mindset and understands the impact of decisions across the entire organization—spanning multiple business units, COEs, and regions within the company. The role requires the ability to lead and develop HR professionals across various locations while modeling the company’s values and leadership behaviors. Strong strategic thinking, influencing capability, curiosity, and data-driven decision making are essential to driving integrated outcomes that advance business performance.

Responsibilities

• Build and lead a high-performing HR organization, delivering measurable improvements in leadership bench strength and readiness for critical roles through structured succession planning and targeted talent development.
• Enable strategy execution by partnering with Commercial Opening Solutions General Managers to design and implement talent strategies that attract, develop, and retain talent aligned to portfolio and long-range plans; track impact on performance, engagement, and turnover.
• Translate senior leadership priorities into actionable HR strategies for multiple business units, delivering outcomes in career planning, performance management, coaching, engagement, learning, strategic talent management, change management, and compensation.
• Drive successful integration of Commercial Opening Solutions through merger and acquisition activity by providing due diligence insights, comprehensive integration plans, and coordinated execution that accelerates value realization and cultural alignment.
• Provide strategic guidance on union relationships, contributing to improved labor relations, cost visibility, and alignment with the company’s strategic goals.
• Partner with EHS to develop and execute an integrated EHS strategy that ensures regulatory compliance, strengthens safety culture, and advances sustainable practices.
• Foster a culture of continuous improvement and innovation within HR, delivering streamlined processes, enhanced service delivery, and measurable efficiency gains across the SBU.
• Maintain and apply external HR thought leadership, capturing best practices, technological advancements, and workforce trends that influence hourly labor strategies and HR capabilities.
• Collaborate with senior leaders and HR Centers of Excellence to design capability development programs and career path planning, driving measurable improvements in internal mobility and readiness.
• Apply strong manufacturing business acumen to ensure HR initiatives align with operational objectives, improving workforce effectiveness, productivity, and cost-to-value.
• Analyze HR metrics to inform decisions, publish actionable insights, and drive continuous performance improvement.
• Support leaders in talent forecasting and pipeline planning aligned with the Annual Operating Plan; facilitate robust people planning and recommend adjustments to sustain execution throughout the year.
• Develop and implement effective hourly labor strategies to improve attraction, retention, and engagement, with measurable impact on turnover and productivity.
• Ensure compliance with labor laws, regulations, and company policies across regions; conduct regular risk assessments and audits to minimize HR risk.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree or MBA preferred.
• 10+ years of progressive HR leadership experience, including HR business partner, generalist, or HR director roles in manufacturing or industrial environments; experience leading HR in multi-site, multi-region organizations.
• Proven track record of building and developing high-performing HR teams, implementing succession planning, and driving large-scale talent development initiatives.
• Demonstrated ability to translate business strategy into HR strategy and measurable people outcomes; experience leading programs that accelerate strategy deployment and improve performance.
• Strong experience leading organizational change initiatives, M&A integrations, and cultural transformations with clear communication and stakeholder engagement.
• Deep understanding of manufacturing operations and financial concepts relevant to workforce planning and cost-to-value decision-making.
• Excellent ability to partner with C-suite leaders, functional heads, unions (as applicable), and HR Centers of Excellence; proven influence and negotiation skills.
• Thorough knowledge of labor laws and regulatory requirements across multiple regions; experience leading risk assessments and audits.
• Exceptional written and verbal communication skills, with the ability to craft executive-ready messaging.
• Experience operating across multiple regions and cultures, with the ability to manage HR programs globally while adapting to local regulatory needs.
• Demonstrated ability to coach leaders through change, develop capability-building programs, and drive adoption.
• Ability to travel up to 20%.

#LI-DNI