Director of Human Resources - GSO

Position Purpose and Responsibilities

The Director of Human Resources provides both strategic leadership and hands-on execution of the company’s human resource strategy. This role serves as a key business partner to the executive leadership team, aligning people strategies with organizational goals to drive performance, growth, and a high-engagement culture.

Key Responsibilities

Strategic Human Resources Leadership

• Business Partnership & Strategy
  Serve as a trusted advisor to the leadership team, ensuring Human Resources is fully integrated into business planning and strategic decision-making. Strengthen HR’s credibility by driving initiatives that support organizational change, growth, and operational excellence.
• Talent Management & Succession Planning
  Design and lead a comprehensive talent management and succession planning process for critical roles. Identify capability gaps and ensure robust development plans are implemented to build leadership bench strength.
• Talent Acquisition & Retention
  Oversee company-wide recruiting and retention strategies. Build and sustain talent pipelines through partnerships with schools, industry associations, and community organizations. Establish best-in-class hiring practices and actively participate in the recruitment of key positions. Lead initiatives to improve retention and employee engagement.
• Learning & Development
  Champion a culture of continuous learning by developing and enhancing training programs that support both individual growth and organizational capability.
• Culture & Continuous Improvement
  Support and reinforce lean manufacturing principles by promoting a culture of employee involvement, accountability, and continuous improvement.

Functional Human Resources Leadership

• Employee Engagement & Communication
  Lead initiatives to enhance employee satisfaction, engagement, and communication, leveraging survey feedback and other insights to drive meaningful improvements.
• Benefits & Wellness Strategy
  Lead the design, administration, and continuous improvement of the company’s benefits programs, including healthcare, retirement, and ancillary offerings. Manage vendor relationships, plan design, compliance, and cost strategies to ensure competitive and sustainable programs.
• Safety Leadership
  Sustain and strengthen the company’s strong safety culture by continuously improving safety programs, policies, and practices.
• HR Planning & Policy Development
  Develop and execute the annual HR business plan in alignment with organizational priorities. Establish and maintain HR policies and programs that support business objectives and compliance requirements.
• HRIS Strategy & Optimization
  Own the strategy, design, and ongoing maintenance of the company’s HRIS. Ensure the system effectively supports payroll, benefits administration, reporting, compliance, and employee lifecycle processes. Drive continuous improvement in system utilization, data accuracy, and process automation across all locations.
• Compensation & Performance Management
  Design and manage competitive compensation structures, performance management systems, and benefits programs. Ensure programs are effective, equitable, and aligned with business goals.
• Team Leadership & Development
  Lead, coach, and develop the HR team, fostering a culture of accountability, mentorship, and continuous improvement. Ensure effective performance management and professional growth within the function.
• Operational Support & Employee Relations
  Partner closely with operations leadership to address workforce challenges, provide guidance on employee relations, and support a positive and productive work environment.
• Compliance & Risk Management
  Ensure compliance with all applicable federal, state, and local employment laws and regulations (e.g., OSHA/MIOSHA, EEO, ERISA, Michigan ESTA, wage and hour laws). Serve as the primary liaison with legal counsel and regulatory agencies, managing risk and overseeing required reporting.

Professional Attributes, Personal Traits and Alignment with Cascade Values

• Business Acumen
  Demonstrates a strong business mind, quickly understanding financial and operational priorities and translating them into practical, high-impact people strategies.
• Human Resources Expertise
  Brings deep knowledge of leading HR practices with the ability to design, implement, and continuously improve HR programs. Leverages data, technology, and HR systems to evaluate effectiveness, improve processes, and drive informed decision-making.
• Communication & Advisory Capability
  An effective communicator and trusted advisor who listens actively, seeks diverse perspectives, and provides practical, well-reasoned guidance. Anticipates challenges and proactively addresses immediate and long-term organizational needs.
• Influence & Leadership Presence
  Possesses strong influencing skills with the ability to build alignment and drive outcomes. Persuasive and appropriately assertive, with the confidence to challenge when necessary.
• People Leadership & Team Development
  Proven ability to lead, motivate, and develop high-performing teams. Fosters collaboration, accountability, and engagement while delivering results without compromising quality or culture.
• Results Orientation
  Highly goal-driven with the ability to prioritize effectively, allocate resources strategically, and execute with discipline. Instills a strong sense of ownership and accountability across the organization.
• Strategic & Systems Thinking
  Thinks broadly and systemically, contributing to the design and execution of organizational structures, processes, and initiatives that align with and support business objectives.
• Integrity & Ethics
  Demonstrates the highest standards of personal and professional integrity, earning trust through consistent, ethical decision-making and actions.

Experience, Qualifications and Education

• Professional Experience
  The ideal candidate will bring a well-rounded Human Resources background, including a minimum of 10 years of progressive leadership experience. Prior experience in a multi-site manufacturing environment is strongly preferred.
• Education
  A bachelor’s degree is required; advanced education or relevant certifications are a plus.
• Values Alignment & Leadership Style
  Demonstrates alignment with Cascade’s core values: hard working, teamwork, accountability, a passionate “can-do” attitude and safety. Leads with a servant leadership mindset, effectively supporting and engaging a diverse workforce of both hourly and salaried employees.
• Comprehensive HR Expertise
  Proven experience across a broad range of HR disciplines, including talent management and succession planning, workforce planning, talent acquisition, compensation and rewards, benefits administration, and leadership and organizational development. Experience driving improvement in safety and experience in lean manufacturing principles is highly valued.
• HR Systems & Data Management
  Demonstrated ownership of HRIS strategy, design, implementation, and ongoing optimization. Experience leveraging HR systems to improve data integrity, reporting, and process efficiency across a multi-site organization. Experience with Paycom is a plus.
• Strategic Partnership
  Acts as a true strategic partner to senior leadership, ensuring HR is fully integrated into business planning, corporate strategy, and operational execution. Comfortable engaging in constructive dialogue and healthy debate to challenge assumptions and drive continuous improvement.
• Professional Engagement & Continuous Learning
  Actively engaged in the HR community, with a track record of networking and staying current on emerging trends and best practices. Familiarity with tools and frameworks such as the EOS (Entrepreneurial Operating System) and CliftonStrengths is a plus.

Professional Attributes, Personal Traits and Alignment with Cascade Values

• Business Acumen
  Demonstrates a strong business mind, quickly understanding financial and operational priorities and translating them into practical, high-impact people strategies.
• Human Resources Expertise
  Brings deep knowledge of leading HR practices with the ability to design, implement, and continuously improve HR programs. Leverages data, technology, and HR systems to evaluate effectiveness, improve processes, and drive informed decision-making.
• Communication & Advisory Capability
  An effective communicator and trusted advisor who listens actively, seeks diverse perspectives, and provides practical, well-reasoned guidance. Anticipates challenges and proactively addresses immediate and long-term organizational needs.
• Influence & Leadership Presence
  Possesses strong influencing skills with the ability to build alignment and drive outcomes. Persuasive and appropriately assertive, with the confidence to challenge when necessary.
• People Leadership & Team Development
  Proven ability to lead, motivate, and develop high-performing teams. Fosters collaboration, accountability, and engagement while delivering results without compromising quality or culture.
• Results Orientation
  Highly goal-driven with the ability to prioritize effectively, allocate resources strategically, and execute with discipline. Instills a strong sense of ownership and accountability across the organization.
• Strategic & Systems Thinking
  Thinks broadly and systemically, contributing to the design and execution of organizational structures, processes, and initiatives that align with and support business objectives.
• Integrity & Ethics
  Demonstrates the highest standards of personal and professional integrity, earning trust through consistent, ethical decision-making and actions.