Director of HR Field Operations

The Field HR Director is responsible for leading and managing human resources strategy and operations across multiple manufacturing locations and states. This role partners closely with plant and regional leadership to ensure the consistent and effective execution of human capital programs that support operational performance, workforce engagement, and organizational effectiveness.

The Field HR Director provides strategic guidance and counsel to leadership on employee and labor relations matters, workforce planning, and organizational initiatives while ensuring HR programs, policies, and practices are applied consistently across locations. This role works closely with Corporate HR Centers of Excellence (COEs) to align enterprise HR strategies with field operations and provides feedback to inform program design and implementation.

The Field HR Director directly oversees two to three Multi-Site HR Managers, with facility HR staff reporting indirectly, and is responsible for building the capability and effectiveness of the field HR organization.

Job Responsibilities

Managing People

• Job manages a team, has authority to hire and performance-manage the team.
• Job leads/supervises/manages 6-15 employees
• Lead and develop the field HR organization, including Multi-Site HR Managers and facility HR teams, by setting goals, coaching, and ensuring consistent and effective delivery of HR services across all locations.

 Business Partnership & Workforce Strategy

• Develop and maintain strong partnerships with field leadership at all levels and with Corporate HR COEs to understand business priorities, workforce needs, and factors impacting employee engagement, retention, and performance across field locations.
• Partner with plant and regional leadership to define and implement HR strategies that align with operational objectives, workforce planning, talent development, and employee engagement across all field locations.
• Partner with leadership on workforce planning, organizational effectiveness, and talent strategies to ensure field locations are appropriately staffed and positioned to meet operational objectives.
• Participate in the development of short- and long-term strategic HR plans by providing insight into the needs of management and the workforce; understanding and applying knowledge of the changing legislative landscape; and aligning plans with broader organizational objectives.

 HR Analytics & Organizational Effectiveness

• Use data and key performance indicators to monitor workforce trends, engagement, retention, and performance; provide actionable insights and recommendations to facility and regional leadership.
• Support organizational design initiatives, including but not limited to, organizational re-structuring and post-acquisition integration by providing workforce, labor law, and organizational insight that informs decision processes.

Employee Relations

• Establish, manage, and administer employee conflict resolution and grievances processes; conduct and document investigations on complex or highly sensitive matters; train staff to conduct investigations and review results; analyze conflicts to identify the need for broader HR solutions; recommend and implement solutions as approved.
• Provide interpretation of company policies, collective bargaining agreements, and the National Labor Relations Act (NLRA) to management and field HR team.

 Labor Relations

• Lead the development and execution of the organization’s labor relations strategy across field locations, including participation in collective bargaining negotiations, preparation of supporting data and analysis, and coordination with HR Centers of Excellence to ensure effective implementation of collective bargaining agreements.

 HR Program Execution & Talent Development

• Facilitate and support local implementation of training and development initiatives by partnering with Corporate HR COEs and field HR and line management to identify needs and ensure integration into business processes.

 Legal & Compliance Support

• Partner with the Legal counsel in responding to claims or inquiries from governmental agencies related to employment matters. Support the response process by gathering relevant documentation, developing timelines of events, and compiling necessary information to ensure accurate and timely submissions regarding matters such as discrimination, wage and hour, unemployment, and other employment-related issues.

Safety & Other Responsibilities

• This role is responsible for understanding and implementing appropriate safety procedures. This responsibility is achieved through education, training, and use of protective equipment (as applicable) and by following safety policies, regulations, standards, and laws.
• Perform other duties as assigned.

 Experience & Skills

• 10+ years of progressive Human Resources experience in related field is preferred.
• 5+ years of experience leading HR teams, including direct and indirect leadership of HR professionals across multiple locations.
• Demonstrated ability to lead effectively in a matrix organization.
• Demonstrated experience supporting large, geographically dispersed workforces, with the ability to balance enterprise consistency and local business needs.
• Strong experience in employee relations, including conducting and overseeing complex investigations, managing high-risk situations, and driving consistent application of policies and practices.
• Significant labor relations experience in a unionized environment, including participation in collective bargaining, contract interpretation, and grievance management.
• Working knowledge of federal, state, and local employment laws, including those related to labor relations, wage and hour, and employee relations.
• Proven ability to partner with senior operational leaders to develop and implement workforce strategies that support business objectives.
• Demonstrated ability to lead through influence, build strong relationships, and effectively coach leaders at all levels of the organization.
• Strong analytical skills with the ability to interpret HR data, metrics, and trends to drive decision-making and improve business outcomes.
• Ability to operate in a fast-paced, complex environment with multiple priorities and stakeholders.
• High level of proficiency in Microsoft tools and ability to incorporate other technologies.
• Strong communication skills, with the ability to effectively present information, influence decision-making, and navigate sensitive or high-impact situations.

 Education

• BA/BS or equivalent is preferred.
• Human Resources, Business, or related field.
• Master’s degree in human resources management is a plus.
• PHR/SPHR certification is a plus.

Compensation

The salary range for this role is $169,744–$254,616.00, with a midpoint of $212,180.   Offers are typically made between the minimum and midpoint of the range, based on skills, experience, and internal equity.   In rare cases, highly qualified candidates may receive an offer above the midpoint; however, offers at the maximum of the range are not customary.

 Work Environment 

• Work is generally performed within a business professional office environment, with standard office equipment available. 
• Work conditions are typical of an office environment. 
• This role requires 30% plus domestic travel.  
• Position may require the physical agility of lifting up to 15 pounds. 
• Position may require frequent and/or infrequent bending, squatting, pushing, pulling, stretching/reaching, use hands or fingers, talk, hear, feel objects, tools, controls and standing/walking on concrete flooring. 
• Position may require the physical ability to stand/walk for Less than 4 hours.