divisional human resources director

The Home Depot

<div><p><b>Position Purpose:</b></p><p>
The Services Divisional HR Manager oversees implementation of HR programs and processes to ensure the most effective utilization of human capital needs to maximize business performance and excellent associate &amp; customer experience in a designated division. This role supports Home Depot Exteriors, Home Depot Interiors, Lead Generation and Core THD Services teams. The Services Divisional HR Manager drives people strategies and provides council to Divisional General Manager for HDE and HDI, Divisional Core Services Director and Territory Manager Lead Generation for their Division. Div. HR Manager is an influential, courageous and trusted HR business partner that drives effectiveness through strong strategic decision making is areas of organizational effectiveness; talent planning; staffing; policy compliance; leadership training; associates engagement programs; positive associate relations and career pathing across multiple Services Businesses. Division HR Manager directly manages multiple Services HR Managers supporting regions within their respective division.</p><p><b><br>
Key Responsibilities:</b></p><ul><li>
30% Act strategically and innovatively to intentionally defy organizational boundaries and deliver on ONE HOME DEPOT people strategy within Services Division. Partners with peers from other divisions and Centers of Excellence at the SSC to identify opportunities and gaps in existing programs and courageously represents their client.</li><li>
30% Responsible for selecting, inspiring, developing coaching, celebrating and motivating a team of HR Field Services Managers within their Services Division. Executes on the vision and strategy set for Services HR organization.</li><li>
20% Continuously evaluates HR programs and policies. Acts as a change agent and an ambassador of THD values based culture to support strong business performance and ensure positive associate experience.</li><li>
20% Drives effective cross-functional talent planning, diversity strategies, learning and development, performance management, succession planning and retention strategies.</li></ul><p><b><br>
Direct Manager/Direct Reports:</b></p><ul><li>
This position reports to the Director of Human Resources.</li><li>
This position has 3-6 direct reports.</li></ul><p><b><br>
Travel Requirements:</b></p><ul><li>
Typically requires overnight travel 20% to 50% of the time.</li></ul><p><b><br>
Physical Requirements:</b></p><ul><li>
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.</li></ul><p><b><br>
Working Conditions:</b></p><ul><li>
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.</li></ul><p><b><br>
Minimum Qualifications:</b></p><ul><li>
Must be eighteen years of age or older.</li><li>
Must be legally permitted to work in the United States.</li></ul><p><b><br>
Preferred Qualifications:</b></p><ul><li>
7-8 years of experience in Human Resources is preferred</li></ul><p><b><br>
Minimum Education:</b></p><ul><li>
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.</li></ul><p><b><br>
Minimum Years of Work Experience:</b></p><ul><li>
7</li></ul><p><b><br>
Competencies:</b></p><ul><li>
People management/supervisory experience</li><li>
Technical knowledge of Human Resources specialties including employment law, employee relations, management and organizational development, staffing, training and compensation.</li><li>
Written and verbal presentation &amp; facilitation skills including stand-up presentation skills. Effective communication skills.</li><li>
Problem solving and organization skills.</li><li>
Coaching, counseling, negotiating and conflict management skills.</li><li>
Strong knowledge of Home Depot business processes.</li><li>
Experience or capability in supporting multi-business units</li><li>
Emotional Intelligence &amp; Organizational Savvy</li><li>
Dealing with ambiguity (these roles will drive success in their divisions)</li></ul></div><p></p>

Services Divisional HR Manager - Southern Division

Architecture In Motion

<div><p><b>Division:</b></p>
<p>
Corporate Operations</p><p></p><p><b><br>
Department:</b></p>
<p>
Human Resources</p><p></p><p><b><br>
Reports To:</b></p>
<p>
Director, Corporate Operations (interim: CEO)</p><p></p><p><b><br>
About the Role</b></p><p></p><p><br>
Architecture in Motion Inc. (AIM) is seeking an experienced and strategic <b>Director of Human Resources (Canada)</b> to lead the HR function within the <b>Corporate Operations Division</b>.</p><p></p><p><br>
This role is responsible for the design, delivery, and continuous improvement of HR programs that support AIM&rsquo;s fast-growing technical and business divisions. The Director will oversee a team of <b>two Senior HR Managers and two HR Executives</b>, providing strategic direction and operational leadership across talent acquisition, performance management, compliance, engagement, and workforce planning.</p><p></p><p><br>
The ideal candidate will be a <b>hands-on HR leader</b> with deep knowledge of <b>Canadian employment law</b> and proven experience in a <b>technology, consulting, or professional services environment</b>.</p><p></p><p><b><br>
Key Responsibilities</b></p>
<p><b>
Strategic Leadership</b></p><br>
<p></p><ul>
<li>
Develop and execute the HR strategy aligned with AIM&rsquo;s organizational goals and divisional priorities.</li>
<li>Partner with executive leadership to shape workforce planning, talent management, and cultural development.</li>
<li>Ensure all HR initiatives align with the needs of both Canadian operations and global growth objectives.</li></ul><br>
<p></p>
<p><b>
Team Leadership &amp; Management</b></p>
<ul>
<li>Lead, mentor, and develop the HR team i.e., <b>Senior HR Managers &amp; </b><b>HR Executives</b><br>
</li>
<li>Establish departmental goals, workflows, and service-level expectations.</li>
<li>Foster collaboration and accountability within the HR function.</li></ul><br>
<p></p>
<p><b>
HR Operations &amp; Compliance</b></p>
<ul>
<li>Oversee all HR operations including recruitment, onboarding, payroll coordination, and offboarding.</li>
<li>Ensure compliance with <b>Canadian federal and provincial labor laws</b> and internal policies.</li>
<li>Collaborate with <b>Finance &amp; Accounting</b> to ensure accuracy in payroll and benefits administration.</li>
<li>Lead the development and maintenance of HR policies, employee handbooks, and standard operating procedures.</li></ul><br>
<p></p>
<p><b>
Talent Management &amp; Development</b></p>
<ul>
<li>Drive end-to-end talent acquisition and retention strategies across all divisions.</li>
<li>Lead performance management cycles and professional development initiatives.</li>
<li>Promote diversity, equity, inclusion, and a positive organizational culture.</li>
<li>Partner with the <b>Digital Solutions &amp; Innovation (DSI)</b> and <b>Business Development &amp; Client Solutions (BDCS)</b> divisions to forecast hiring needs and support workforce scalability.</li></ul><br>
<p></p>
<p><b>
HR Systems &amp; Analytics</b></p>
<ul>
<li>Oversee HR data integrity, reporting, and analytics in <b>BambooHR</b>.</li>
<li>Develop HR dashboards and metrics for leadership, including headcount, attrition, and engagement insights.</li>
<li>Identify process automation opportunities and technology improvements to streamline HR operations.</li></ul><br>
<p></p>
<p><b>
Employee Relations &amp; Engagement</b></p>
<ul>
<li>Serve as a trusted advisor to managers and employees on HR policies and employee relations issues.</li>
<li>Lead engagement initiatives to strengthen retention, morale, and internal communication.</li>
<li>Champion AIM&rsquo;s values, ethics, and inclusive workplace practices.</li></ul><br>
<p></p>
<p><b>
Qualifications</b></p>
<p><b>
Education</b></p><br>
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li>
<li>CHRP or CHRL designation (or eligibility) is highly preferred.</li></ul><br>
<p></p>
<p><b>
Experience</b></p><br>
<ul>
<li>15+ years of progressive HR experience, with at least 5 years in a senior leadership or director-level role.</li>
<li>Proven experience managing HR in a <b>Canadian/European or relevant technology or professional services organization.</b><br>
</li>
<li>Demonstrated success in leading HR teams and implementing scalable HR strategies.</li>
<li>Experience with <b>HRIS platforms (preferably BambooHR)</b> and HR analytics.</li></ul><br>
<p></p>
<p><b>
Skills</b></p><br>
<ul>
<li>Excellent communication, leadership, and interpersonal skills.</li>
<li>Strong understanding of Canadian labor legislation and HR best practices.</li>
<li>Strategic thinker with strong operational execution capabilities.</li>
<li>Exceptional problem-solving, conflict resolution, and decision-making skills.</li>
<li>Ability to work cross-functionally with remote and distributed teams.</li></ul><br>
<p></p>
<p><b>
Why Join AIM</b></p>
<ul>
<li>Lead a growing HR function at a dynamic, innovation-driven company.</li>
<li>Collaborate with talented professionals across multiple divisions and global initiatives.</li>
<li>100% remote role based in Canada with flexible working hours.</li>
<li>Competitive compensation and benefits.</li>
<li>A people-focused, inclusive, and collaborative company culture.</li></ul></div>

Director, Human Resources

Andaz

<div><div><p>Summary</p><div><p>
You will be responsible for the efficient running of the division in line with Hyatt International's Corporate Strategies and brand standards, whilst meeting employee, guest and owner expectations.</p><p>
The Director of Human Resources is responsible to ensure the smooth and efficient running of the Human Resources Division and the implementation of Hyatt&rsquo;s culture throughout the hotel.</p></div></div><div><p>
Qualifications</p><div><ul><li>
Ideally with a university degree or diploma in HRM/HRD or Hospitality/Tourism management.</li><li>
Minimum 2 years work experience as Director of HR or HR Manager in larger operation</li><li>
Good problem solving, administrative and interpersonal skills are a must</li><li>
Schedule flexibility is necessary and ability to multi-task</li></ul></div></div></div>

DIRECTOR OF HUMAN RESOURCES

Ovation Healthcare

<div><div>**Relocation to the Grants, NM area required**</div><div></div><div>
Summary:</div><div></div><div>
The Director, Human Resources, is responsible for overseeing Human Resources activities of Cibola General Hospital and is responsible for implementation of Hospital policies, processes and training initiatives and participates with the executive team in delivering the strategies for employee experience, employee retention and culture initiatives. The Human Resources Director may have responsibility for multiple sites.</div><div></div><div>
Duties and Responsibilities:</div><ul><li><div>
Leads the execution of Human Resources strategy by providing direction to local executive team and supervisors to achieve positive employee engagement.</div></li><li><div>
Provides day-to-day oversight in coordination with corporate Human Resources around labor relations, labor contracts, and union navigation.</div></li><li><div>
Lead the accreditation for The Joint Commission accreditation by ensuring policies, competencies, practices comply and alignment with The Joint Commission.</div></li><li><div>
Partners with leaders to identify pain points, successes and strategies.</div></li><li><div>
Provides supervision to local Human Resources employees.</div></li><li><div>
Oversees and leads performance improvement process.</div></li><li><div>
Facilities execution of exit interview processes.</div></li><li><div>
Leads or will be a key stakeholder in special projects as identified for division and/or enterprise.</div></li><li><div>
Partners with departmental leadership to amplify employee learning programs.</div></li><li><div>
Drives key performance indicators including employee satisfaction/engagement, voluntary and involuntary employee turnover rate, regulatory and legal compliance and risk scores, and proactively identifies Human Resources trends and metrics to support leadership business decisions, drive employee retention, and culture initiatives.</div></li><li><div>
Leads communication around compensation, benefits and rewards for employees.</div></li><li><div>
Provides employment policy and procedure guidance to employees and managers.</div></li><li><div>
Leads, guides and supports adherence to hospital policies and practices.</div></li><li><div>
Adheres to navigation of compliance with federal, state, and local employment laws and regulations in day-to-day local operations.</div></li><li><div>
Supports Hiring Managers to select and utilize standard Job Descriptions/ Titles in alignment with organizational policies.</div></li><li><div>
Coordinates candidate interviews for site/facility open positions.</div></li><li><div>
Coordinates employee onboarding, orientation and deployment, incorporating local market ways of working and site-specific organizational information for a seamless new hire experience.</div></li><li><div>
Supports relationships in the community with various sourcing avenues and events to cultivate strong pool of potential candidates.</div></li><li><div>
Supports employee recognition and rewards events/ initiatives.</div></li><li><div>
Maintains regular and reliable attendance.</div></li><li><div>
Performs other duties as assigned.</div></li></ul><div></div><div>
Work Experience, Education, and Certifications:</div><ul><li><div>
Bachelors Degree: Required</div></li><li><div>
HR Certifications: Preferred</div></li><li><div>
Healthcare Experience: 3-5 years preferred</div></li><li><div>
Leadership Experience: 7+ years progressive HR experience</div></li></ul><div></div><div>
Knowledge, Skills, and Abilities:</div><ul><li><div>
Business Mathematical Skills - Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rates, ratios, and percentages and to draw and interpret graphs.</div></li><li><div>
Moderate Computers Skills - Frequent use of electronic mail, word processing, data entry, spreadsheets, graphics, etc. Ability to create, maintain and incorporate simple functions into documents, spreadsheets, databases, and presentations to support business objectives.</div></li><li><div>
Complex Communication - Frequently communicates complex information and interacts with management. Can present, resolve and address delicate situations. Can motivate and persuade others.</div></li><li><div>
Department Specific Impact - Decisions impact the management and operations within a department. May contribute to business and operational decisions that affect the department.</div></li><li><div>
Varied Business Problems - Problems are varied and complex, requiring analysis or interpretation of the situation. Problems are solved using knowledge and skills, general precedents and practices.</div></li><li><div>
Functional Independent Judgment - Provides and sets goals and priorities for functional area. May make recommendations for department policies, practices, and programs. Makes decisions for and/or resolves problems for others.</div></li><li><div>
Planning/Organization - Handle multiple tasks simultaneously with moderate complexity.</div></li></ul></div>

Omni Hotels

<div>Overview:<div></div><div><br>
The 1,054-room Omni Boston Hotel at the Seaport is the newest luxury hotel in the City of Boston, and the most significant hotel project in the city for the last forty years. The property features seven outlets for drinking and dining, a signature spa, fitness center, and rooftop pool. It boasts more than 100,000 square feet of meeting and event space, and caters to the most discerning clientele.</div>
Job Description:
<div><i>
The Omni Boston Hotel at the Seaport is located in the center of the bustling Seaport District. The AAA Four Diamond rated hotel boasts 1,054 finely appointed guestrooms with 52 suites, seven delectable </i><i>dining</i><i> experiences, a scenic </i><i>rooftop pool</i><i>, a luxury </i><i>Breve Spa</i><i>, and more than 100,000 square feet of meeting and event space allowing to provide each guest a unique and memorable experience. Come join the team that was voted &ldquo;2023 Best Places to Work&rdquo; by the Boston Business Journal!</i></div><div></div><div><br>
Creativity must infuse everything we do, and everyone in the hotel. Performance realities will always exist, but we use these constraints to push, not limit, our creativity. We believe there is always a way to make it work. If we don't have the solution, we dig deeper creatively to find one.</div><p></p><p><br>
Grab the reigns and help shape the future of the Seaport&rsquo;s best kept secret! Creativity must infuse everything we do, and everyone in the Hotel. Performance realities will always exist, but we use these constraints to push, not limit, our creativity.</p><div></div><p><br>
The <b>Assistant Director of Human Resources </b>will be responsible for assisting with and supervising all aspects of Human Resources, to include recruitment, benefits, training, associate relations, safety &amp; Worker&rsquo;s Compensation as well as liability prevention and legal compliance.</p>
Responsibilities:
<ul><li>Supervise and train hourly and management Human Resources team members.</li></ul><div>
Provide counsel to the Director of HR in all areas of Omni policy, culture and leadership.
<br>
<ul><li>Implement training and development programs. Recommend new programs based on need.
</li><li>Conduct investigations and assist the Director of HR and senior leadership in making employment status decisions.
</li><li>Assist the Director of HR in the creation of responses to employment litigation from Federal and State offices.
</li><li>Fulfill all the responsibilities of the Director of HR in their absence, communicating effectively with property leadership as necessary
</li><li>Provide guidance and advice to department heads and leaders at all levels of the hotel on employee relations issues. Ensure our leadership team upholds Omni culture and complies with the law.</li><li>Assist the Director of HR in developing and maintaining an active &ldquo;Succession Plan&rdquo; for all departments of the hotel.
</li><li>Ensures all Omni Benefits programs are implemented according to standards.</li><li>Ensure on-boarding of new associates is implemented according to Omni standards.
</li><li>Ensure employee terminations are implemented according to Omni standards.
</li><li>Maintain legal compliance at all times. Ensure that team is up-to-date with evolving legislation and compliance.
</li><li>Maintain all Associate Service Center Standard Operating Procedures.
</li><li>Ensure the Associate Services complies with Internal Audit requirements.
</li><li>Ensure the department meets the standards of the HR Assessment.
</li><li>Implement the Hotel's associate feedback programs. Implement the Associate Engagement survey and assist the hotel in creating substantial action plans that move the Hotel forward.
</li><li>Ensure all Omni Training Programs are implemented successfully.
</li><li>Ensure the hotel complies with all training required by law (ex: TIPS, Food Handler, Sexual Harassment) etc.
</li><li>Ensure the associate files are maintained in a neat and organized manner.
</li><li>Plan and execute exciting, fun and interesting associate events at least quarterly.
</li><li>Implement Omni&rsquo;s recognition programs. Ensure the Omni Service Champion culture is celebrated.
</li><li>Implement the Hotel&rsquo;s wage and salary adjustment programs ensuring accurate market data to drive compensation programs.
</li><li>Implement the performance appraisal and salary increase programs according to Omni standards. Establish aggressive and effective recruiting and employment function to include job fairs in and around the community, colleges, universities, etc. Utilize monthly forecasting tool to ensure all departmental manpower needs are met.
</li><li>Consistently works to define Omni culture and Six Pillar philosophy on the property. Reflects and adapts to varying situations based on adherence to Omni culture and Standard Operating Procedures.
</li><li>Develop a consistent and lively associate communications network within the hotel, via bulletin boards (electronic or otherwise), department communication boards, posters and flyers.
</li><li>Responsible for clear and accurate documentation of all associate issues, on a timely basis following counseling and disciplinary procedures. Ensure legal liability of the company is protected at all times.
</li><li>Monitor departmental expense in compliance with check-book accounting process. Work closely to ensure associate relations and recruitment/advertising expenses are in line with monthly budget.
</li><li>Participate in yearly budgeting process, forecasting expenditures for associate relations with the Director of HR.
</li><li>Fulfill reasonable requests of management as directed by Director of HR, GM or Managing Director.</li><li>Conduct exit interviews for all terminating associates and ensure final clearance and pay check distribution.</li></ul></div><div></div><div><br>
Desirable:</div><div><br>
1. Ability to communicate in a second language</div><div></div><div><br>
2. Experience working with labor unions.</div>
Qualifications:<div></div><p><b><br>
R</b><b>equirements:</b></p><ul><li>
Must have at least 3 years of experience in Human Resources.</li><li>
Minimum of 2 years experience in a Human Resources leadership role.</li><li>
Must have significant employee relations experience at a decision-making level, including experience conducting investigations, managing the coaching and counseling and handling grievances.</li><li>
Must have a well-rounded Human Resources background with solid experience in employee relations, benefits, training, safety, liability avoidance and compliance.</li><li>
Bachelor's Degree required.</li><li>
Must have outstanding verbal and written communication skills, ability to coach, counsel, advise, mentor and motivate associates and managers at all levels.<br>
<br>
<b>Preferred:</b></li><li>
Hotel/Resort experience strongly preferred.</li><li>
SPHR Certification or AHLA CHRE Certification preferred.</li><li>
Experience conducting and implementing training and development programs.</li><li>
Large hotel / resort experience preferred.</li><li>
Operations management experience preferred.</li></ul><p></p><p><b><br>
PERKS AND BENEFITS:</b></p><ul><li>
A culture of fun, inclusion, and growth</li><li>
Complimentary meals</li><li>
Health Insurance and matching 401(k) after one year</li><li>
Generous Paid Time Off offered after 90 days</li><li>
Performance-driven, ALL-IN culture</li><li>
Discounted associate rates at Omni properties nationwide</li></ul>
End of Job Description: #IND123</div>

Assistant Director of Human Resources

Post Consumer Brands

<div>Business Unit Overview:
<div>
Headquartered in Lakeville, Minn., Post Consumer Brands, a business unit of Post Holdings, Inc., is dedicated to providing people and their pets with delicious food choices for every taste and budget. The company&rsquo;s portfolio includes beloved brands such as Honey Bunches of Oats&reg;, PEBBLES&reg;, Grape-Nuts&reg; and Malt-O-Meal&reg; cereal, and Peter Pan&reg; peanut butter, as well as Nutrish&reg;, Kibbles &lsquo;n Bits&reg; and 9Lives&reg; dog and cat food. As a company committed to high standards of quality and to our values, we are driven by one idea: To make lives better by making delicious food accessible for all. For more information about our brands, visit www.postconsumerbrands.com and follow us on LinkedIn and Facebook for the latest news.</div>
Brand:
<div>
At Post Consumer Brands, we&rsquo;ve spent generations showing up for families, starting with breakfast, the most important meal of the day. Our cereals have become a trusted part of daily routines, helping spark conversations, fuel busy mornings, and create everyday moments that bring families closer together, including their furry four-legged family members, who have recently become a part of our story. As families have evolved, so have we. What began at the breakfast table has expanded into snacks, peanut butter, and, more recently, pet food, because caring for a family means feeding every part of it. With the addition of several iconic pet brands, we&rsquo;ve extended our purpose: to make high-quality, accessible food for everyone under the same roof.</div><div><br>
This phase is still new, and that&rsquo;s what makes it exciting. As we continue to grow across grocery and pet, we&rsquo;re looking for people who care about good food, thoughtful work, and the kind of impact that stretches from store shelves to kitchen tables, and food bowls, across the country.</div>
Location Description:
<div>
Post Consumer Brands corporate headquarters in Lakeville, Minnesota, is about 20 miles south of Minneapolis and St. Paul, Lakeville has all the benefits of smaller town living with access to everything a large metropolitan area has to offer. Join more than 400 team members collaborating on the two-building campus to help put breakfast on the tables of millions of consumers in North America.</div>
Responsibilities:
<div>
At Post Consumer Brands, we&rsquo;re making lives better by making delicious food accessible for all. As <b>Associate Director of Human Resources</b>, you&rsquo;ll be at the heart of this mission, helping shape a workplace where people thrive. You&rsquo;ll join a company with a rich 125-year legacy and a bold future, where your leadership will directly impact our culture, talent strategy, and business outcomes. With a &ldquo;big company opportunity, small company attitude,&rdquo; you&rsquo;ll have the autonomy to innovate and the support to grow, all while working alongside passionate colleagues who value inclusion, collaboration, and purpose.</div><div></div><div><b><br>
What You&rsquo;ll be Doing</b></div><div>
As a strategic HR partner, this role works closely with executives and senior leaders to strengthen individual and organizational capabilities. The focus is on helping teams grow, aligning talent strategies with business goals, and creating a culture where people can do their best work.</div><div></div><div><br>
A key part of the role involves embedding a performance and engagement mindset across the organization&mdash;ensuring teams have clear goals, receive meaningful feedback, and deliver great service in ways that reflect our values and purpose.</div><div></div><div><br>
This position plays a central role in driving change. Whether it&rsquo;s evolving organizational structures, improving people processes, or supporting business transformation, the work is done in close collaboration with HR Centers of Excellence (like Talent Management, Learning, Talent Acquisition, and HR Operations) to ensure initiatives are aligned with strategy and executed seamlessly.</div><div></div><div><br>
The role also serves as a connector between business leaders and HR specialists&mdash;providing feedback, advocating for business needs, and helping ensure HR tools and programs are practical and impactful. Project leadership is part of the mix too&mdash;bringing HR expertise to initiatives that shape the future of our processes and systems. Data plays a big role, and you&rsquo;ll help translate HR metrics into insights that guide better decisions.</div><div></div><div><br>
Employee relations is another important area. This role helps leaders navigate complex situations, build confidence in managing issues, and know when to bring in additional support from HR experts.</div><div></div><div><br>
And like any dynamic role, there&rsquo;s always room to take on new challenges and contribute in ways that make a difference.</div><div></div><div><b><br>
Major Challenges</b></div><div>
You&rsquo;ll be navigating a dynamic environment where legacy systems and processes coexist with ambitious growth and innovation goals. Balancing strategic transformation with day-to-day operational demands will require agility, influence, and resilience. You&rsquo;ll also face the challenge of aligning diverse stakeholder expectations across corporate and manufacturing settings while fostering a unified culture.</div><div></div><div><b><br>
Work Environment</b></div><div>
You&rsquo;ll be based at our Lakeville, MN headquarters, collaborating with over 500 team members across a two-building campus. This position is hybrid, where you&rsquo;ll be in the office Tuesday, Wednesday, and Thursday. The HR team operates in a matrixed structure, partnering closely with business units, DE&amp;I, and talent development. Our culture is inclusive, pragmatic, and purpose-driven, with a strong emphasis on humility, learning, and doing what&rsquo;s right. You&rsquo;ll use tools like Workday, SuccessFactors, and Tableau to drive insights and action.</div>
Qualifications:
<div><b>
Education</b><br>
A bachelor&rsquo;s degree in Business, Human Resources, or a related field is required. A master&rsquo;s degree in Human Resources and Industrial Relations (HRIR) is a plus.</div><div></div><div><b><br>
Experience</b><br>
At least 10 years of progressive HR experience, including deep expertise in talent management, organizational effectiveness, and change management. Ideally, 8 or more of those years have been spent in an HR Business Partner role within large, complex organizations. Experience working with multiple Human Capital Management (HCM) systems is preferred. Comfort handling sensitive and confidential information is essential.</div><div></div><div><b><br>
Growth Opportunities</b></div><div>
Achieving these KPOs will position you as a key strategic partner to senior leadership and you&rsquo;ll gain visibility across the enterprise, lead high-impact initiatives, and contribute to shaping the future of HR at Post Consumer Brands. Your success will be recognized not just through outcomes, but through the legacy of leadership and culture you help build.</div><div></div>
 : The pay range for this position is $99,119 - $154,626 per year.</div>

Associate Director of Human Resources

Vistra Energy

<div><div>If you have what it takes to become part of the Vistra family and would like to start a promising career with a global leader, take a look at the exciting employment opportunities that are currently available and apply online.</div><div></div><div>
Job Summary</div>
The senior director of field HR and labor is responsible for leading a team of HR generalists and partnering effectively with HR and business management and employees to drive results through effective management and implementation of HR projects, consultation, and activities supporting the fossil and nuclear generation, and their support organizations. This position is responsible for the long-term strategic direction, execution, and performance of HR initiatives for the assigned region and for the overall labor relations strategy for the region, including collective bargaining and the labor-management relationship.<div></div><div>
Job Description</div><div>
Key Accountabilities</div><div></div><div><ul><li>Develop and implement strategic plans, goals, and objectives for the HR field function to effectively support business priorities within assigned region</li><li>Lead and develop HR field team to be trusted advisors and collaborative business partners on people management, workforce planning, compensation, benefits, employee relations, labor relations, talent development and retention, and other HR practices and policies</li><li>Develop and execute strategies for collective bargaining and ongoing labor relations that support business needs and ensure a reliable, motivated, and fairly compensated workforce</li><li>Cultivate relationships with internal clients to promote good decision making and support consistent policies and processes across the fleet, ensuring compliance with applicable workplace laws and requirements</li><li>Exhibit and support leadership and management principles reflecting company core values to ensure overall business success</li><li>Support and promote a culture of fairness and inclusion</li></ul></div><div></div><div><div>
Education, Experience, &amp; Skill Requirements</div><div></div><div><ul><li>10 or more years of professional HR experience at high-performing organizations, including five (5) or more years leading an HR team</li><li>Five (5) or more years of labor relations experience, including in a lead role in collective bargaining</li><li>Demonstrated success and experience in consulting on and driving HR initiatives</li><li>Strong working knowledge of labor and employment laws</li><li>Excellent communication and project management skills</li><li>Competence in Excel and PowerPoint</li><li>Experience gained through college degree programs and/or certifications is applicable to above skills</li><li>Certification as SPHR or PHR preferred</li><li>Minimum education is HS Diploma or equivalency</li></ul></div><div></div><div><div>
Key Metrics</div><div></div><div><ul><li>Contribution to a high-performing HR team through teamwork, problem solving, and strong decision making</li><li>Results orientation, particularly regarding on-time completion of key HR deliverables</li><li>Measurable advancement in HR initiatives through strong leadership, analytical, and communication skills</li><li>Integration of HR function into business unit served and partnership with business clients</li><li>Productive labor relationships, effective pursuit of company strategies in labor negotiations, and effective resolution of grievances and labor disputes</li></ul></div></div></div><div></div><div>
Job Family</div>
Human Resources<div></div><div>
Company</div>
Vistra Corporate Services Company<div></div><div>
Locations</div>
Irving, Texas<div></div>
Texas<div><div><div><div><div><div><div><div><i>
We are a company of people committed to: Exceeding Customer Expectations, Great People, Teamwork, Competitive Spirit and Effective Communication. If this describes you, then apply today!</i></div></div></div></div></div></div></div></div><div></div><div><i>
If you currently work for Vistra or its subsidiaries, please apply via the internal career site.</i></div><div></div><div>
It is the policy of the Company to comply with all employment laws and to afford equal employment opportunity to individuals in all aspects of employment, including in selection for job opportunities, without regard to race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, age, disability, genetic information, military service, protected veteran status, or any other consideration protected by federal, state or local laws.</div><div></div><div><div><br>
If you are an individual with a disability and need assistance submitting an application or would like to request an accommodation, please email us at assistance@vistraenergy.com to make a request.</div></div></div>

Sr Director, Field HR & Labor

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