Director, People Partner

Role Summary

The Director, People Partner is a senior individual contributor who serves as a trusted advisor to functional executives and the organization’s primary leader for employee relations. This role balances enterprise-level people strategy with hands-on execution, with a strong emphasis on managing complex employee matters, workplace investigations, and risk mitigation. The Director, People Partner works closely with leaders and Legal to ensure consistent, fair, and compliant people practices while strengthening leadership capability, organizational effectiveness, and employee trust. This role plays a critical part in fostering a culture of accountability, respect, and high performance as AmaWaterways continues to grow.

Key Responsibilities

Strategic HR Business Partnership

• Serve as the primary HR advisor to senior functional leaders, providing strategic counsel on talent strategy, organizational design, workforce planning, and leadership effectiveness.
• Translate business priorities and challenges into actionable people strategies that support performance, engagement, and scalability.
• Act as a trusted coach to leaders, advising on leadership behaviors, team dynamics, and decision-making.
• Support and guide leaders through change management initiatives, including communication planning and employee impact assessment.
  
  

Employee Relations & Workplace Investigations

• Own and lead employee relations across the organization, serving as the primary escalation point for complex, sensitive, and high-risk matters.
• Conduct and oversee workplace investigations, ensuring they are timely, thorough, objective, and aligned with company policies, employment law, and best practices.
• Partner closely with Legal to assess risk, recommend outcomes, and ensure consistency in corrective action and disciplinary decisions.
• Advise and coach leaders on performance management, conduct issues, conflict resolution, and corrective action with sound judgment and empathy.
• Analyze employee relations trends and case data to identify root causes and recommend proactive interventions that reduce risk and improve engagement.
• Ensure consistency and fairness in employee relations practices across all departments and locations.
  
  

Organizational Effectiveness & Talent

• Lead and support performance management, engagement, and leadership development initiatives that strengthen organizational health.
• Drive workforce planning and succession discussions in partnership with business leaders and the People team.
• Partner with HR Centers of Excellence (Compensation, Benefits, Talent Acquisition, Learning & Development) to deliver aligned people programs.
• Collaborate with the Director of People Attraction & Experience to ensure a seamless transition from hiring and onboarding through long-term engagement.
• Champion diversity, equity, inclusion, and belonging by embedding inclusive practices into leadership behaviors and people processes.
  
  

Data, Governance & Compliance

• Monitor and leverage HR analytics to assess organizational health, engagement, turnover, and employee relations trends.
• Ensure compliance with all applicable labor laws, internal policies, and company standards.
• Support policy interpretation, audits, and governance activities related to employee relations and people practices.
• Perform additional duties and special projects as assigned by the Chief People Officer.
  
  

Qualifications

• Education: Bachelor’s degree required; Master’s degree in Human Resources, Business, or Organizational Development preferred.
• Experience:
• Minimum 10 years of progressive HR experience, including significant experience in a senior HRBP or equivalent individual contributor role.
• Deep, demonstrated expertise in employee relations and workplace investigations, including complex and sensitive cases.
• Strong business acumen with the ability to operate as a strategic thought partner to senior leaders.
• Proven ability to influence without authority and navigate ambiguity.
• Excellent judgment, interpersonal, and communication skills.
• Experience leveraging HR systems, people analytics, and employment law to inform decisions.
• HR certification (PHR, SPHR, SHRM-SCP) preferred.
  
  

Core Competencies

• Employee Relations Leadership – Exercises sound judgment, discretion, and fairness in managing complex employee matters and investigations.
• Strategic Thinking – Anticipates business needs and translates them into effective people strategies.
• Influence & Credibility – Builds trust and confidence with senior leaders and stakeholders.
• Coaching & Advisory Skills – Strengthens leadership capability and accountability.
• Change Management – Guides leaders and teams through transition with clarity and empathy.
• Ethics & Integrity – Models discretion, inclusion, and consistency.
• Analytical Capability – Uses data and trends to identify risk and opportunity.
• Communication – Communicates clearly, confidently, and with impact