Corporate Director of Human Resources

This top Human Resources leader, reporting to a President, will shape the people strategy for a growing organization and directly influence long-term business performance. This is a high-impact opportunity for a seasoned HR leader to partner with the C-suite, build a high-performing culture, and ensure the organization attracts, develops, and retains top talent in a competitive market.

About the Role:

As the top Human Resources Leader, you will own the end-to-end HR strategy, aligning people initiatives with organizational goals and driving measurable results across the workforce. You will lead an HR team, oversee all core HR disciplines, and serve as a trusted advisor to senior leadership on workforce, culture, and organisational effectiveness. Your work will ensure that the organization remains compliant, competitive, and prepared for future growth.

Key Responsibilities:

* Develop and execute a comprehensive HR strategy that supports organizational objectives, growth plans, and long-term workforce needs.

* Lead strategic workforce planning, including forecasting talent needs, headcount planning, and capability development to support current and future business priorities.

* Oversee talent acquisition and retention initiatives, ensuring robust recruitment, onboarding, and engagement programs that build a strong employer brand.

* Direct employee relations activities, providing guidance on complex issues and ensuring consistent, fair, and legally compliant practices across the organization.

* Design and manage compensation and benefits strategies that are market-competitive, cost-effective, and aligned with performance and retention goals.

* Drive organizational development and change management initiatives, including culture-building, restructuring, and leadership development programs.

* Establish and maintain HR policies and procedures that support business needs while ensuring compliance with federal and Oregon labor laws and regulations.

* Oversee performance management and succession planning processes to identify, develop, and retain high-potential talent and future leaders.

Key Requirements:

* Extensive senior-level HR leadership experience, including responsibility for multi-functional HR teams and organization-wide HR strategy.

* Proven track record in strategic workforce planning and building scalable HR frameworks in a complex or growing organization.

* Demonstrated success in leading talent acquisition and retention initiatives that improve hiring quality, reduce turnover, and enhance employee engagement.

* Strong experience managing employee relations, including conflict resolution, investigations, and coaching leaders on sensitive issues.

* Expertise in designing and administering compensation and benefits programs aligned with market data and organizational objectives.

* Hands-on experience driving organizational development and change management initiatives with measurable business outcomes.

* In-depth knowledge of HR policy development, implementation, and governance in a corporate environment.

* Solid experience overseeing performance management and succession planning processes at the enterprise level.

* Advanced understanding of federal and state labor laws and regulatory requirements, with a history of ensuring HR compliance.

* Proven ability to influence and collaborate with executive leadership and key stakeholders, providing clear, data-driven recommendations.

Desirable Skills:

* Experience in a global, multi-site organization with varied workforce populations.

* Background implementing or optimizing HRIS and HR analytics tools to support data-driven decision-making.

* Exposure to union environments or collective bargaining processes.

* Experience in leadership coaching and executive development programs.

Qualifications:

* Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

* Master’s degree in Human Resources, Business, or a related discipline preferred.

* Professional HR certification (e.g., SHRM-SCP, SPHR) preferred.

* Evidence of ongoing professional development in HR strategy, employment law, or organizational leadership.