The Director HR Business Partner (HRBP) is responsible for leading a team of human resources professionals (HRBPs and HR Generalists) and managing all activities related to providing strategic, proactive, and reactive human resources and employee relations with an eye on policy and legal compliance. This is accomplished by leading their direct team to promote our purpose-driven culture while developing and executing strategies and solutions to address current and future people, organizational, commercial, and business needs. Coaches team on advising and challenging leaders on key decisions and overseeing the annual HR cycle and talent roadmap for respective client groups. Collaborates and acts as a liaison for direct reports with the HR Centers of Excellence and with other Business Partners to leverage subject matter expertise to serve business needs to drive organizational performance. By providing the necessary resources and insights, the Director HRBP operates as a partner at every phase of workforce planning, talent management, organizational design, and change management.

• Provides overall leadership, mentorship, and coaching to HRBP Team while promoting a larger One Team mindset and practice.
• Inspires team to act as trusted advisors, coaches, and consultants to their leaders to improve their leadership capability, team effectiveness, strategic insight, and business performance in a matrixed organization.
• Leads team to ensure the effective administration of programs such as employee engagement, workforce planning, compensation planning, talent development, and succession planning/development.
• Manages individual and team performance expectations and goals, monitor service levels, and hold teams accountable to meet and exceed performance objectives.
• Builds strong influential relationships and serves as the key trusted strategic HR leader, advisor, coach, and confidant to members of team and client group leadership to enhance impact and effectiveness.
• Ensures alignment of client group's strategic priorities with those of the enterprise.
• Drives decision-making based upon people data and analytics - develop insights and compelling opportunities worthy of pursuit.
• Serves as a role model of Organization's Purpose and Values to attract, develop, and retain human capital.
• Serves as a source of influence for driving diversity and Inclusion across client groups.
• Leads the Company-wide effort regarding proactive employee relations to include union avoidance.
• Facilitates positive employee relations and development training across the organization.
• Serves as a Cultural Advocate, fostering our values and purpose (i.e. Values, Stewardship, Safety and/or Quality)
• Partners with non-exempt and exempt teammates to provide interpretation and compliance for various policies, procedures, laws, standards and other government regulations.
• Actively investigates/responds to complex employee relations issues such as employee complaints, harassment allegations, EEOC, and NLRB complaints.
• Completes Case Management System maintenance and Administration.

• Minimum of 3 years and strong track record as a Leader of Others - providing coaching, training, and operations support and guidance of a field and corporate professional HR Team in a matrixed organization.
• Demonstrated commitment to diversity and to promoting an inclusive culture
• Both a strategic and hands-on leader, comfortable with big picture thinking, modeling, program management, and addressing individual employee matters
• Strong understanding of HR programs and processes
• 5+ years high volume employee relations experience, including formal investigations on ER matters and legal/compliance inquiries; multi-site support preferred
• Proven analytical and problem-solving skills, with an eye for detail and accuracy
• Strong project management skills and ability to manage multiple projects at the same time
• Excellent influencing skills at all levels of the organization. Competence in making timely, effective, principles-based decisions
• Outstanding written, verbal communication, and presentation skills
• Exhibited computer competency including various software packages and applications

• High school diploma or GED
• 3 to5 years of relevant work experience
• Valid Driver's License

• Bachelors degree in Human Resources or Business
• PHR/SPHR or CP/SCP

Office environment

50% travel across a territory which includes Cincinnati, Louisville, Lexington, West Virginia, Knoxville, Nashville, Memphis and Little Rock, as well as smaller cities.