Senior Director of Human Resources

Role Overview

The Senior Director of Human Resources serves as a strategic and operational leader responsible for overseeing enterprise-wide HR operations and ensuring strong alignment between Corporate HR and Field HR teams. This role acts as a trusted advisor and right hand to the CHRO, driving execution of the people strategy while serving as a senior business partner to Corporate leaders.

This leader ensures consistent HR practices across the organization, translates business strategy into scalable people programs, and provides governance, guidance, and partnership to Field HR Directors supporting regional or operational teams.

Location - Ideal candidates will be near a hub of offices, Denver, Phoenix, Houston, Dallas, Carolinas, Florida, Southern California. Hybrid is preferred, 1-2 days

Travel - This role will require travel, up to 20%.

Compensation - $160-190k bonus, (no equity, RSUs, stock)

Key Responsibilities

Strategic Leadership & CHRO Partnership

• Serve as a key thought partner and extension of the CHRO, supporting enterprise HR strategy, planning, and execution.
• Lead cross-functional HR initiatives on behalf of the CHRO, ensuring follow-through, accountability, and impact.
• Prepare insights, analysis, and recommendations for executive leadership, including workforce trends, risks, and opportunities.
• Represent the CHRO in meetings, forums, and initiatives as needed.

Business Partnering (Corporate Leadership)

• Act as a senior HR Business Partner to Corporate executives and functional leaders.
• Provide strategic counsel on organizational design, workforce planning, talent strategy, performance management, succession planning, and change management.
• Partner with leaders to align people strategies with business goals and financial outcomes.
• Support enterprise-wide initiatives including growth, restructuring, M&A, or transformation efforts.

HR Operations Oversight

• Oversee core HR operations to ensure efficiency, compliance, consistency, and scalability.
• Ensure strong execution across HR programs including employee relations, compliance, policies, performance management, and workforce analytics.
• Partner closely with Centers of Excellence (COEs) such as Talent, Total Rewards, HRIS, and DEI to drive integrated solutions.
• Monitor HR metrics and operational effectiveness; drive continuous improvement initiatives.

Field HR Director Liaison & Governance

• Serve as the primary liaison between Corporate HR and Field HR Directors.
• Provide guidance, coaching, and alignment to Field HRDs to ensure consistent application of HR policies, practices, and philosophy.
• Establish clear governance, communication cadences, and escalation paths between Corporate and Field HR teams.
• Share best practices, identify trends, and address systemic issues across regions or business units.

Employee Relations & Risk Management

• Provide oversight and guidance on complex employee relations matters, investigations, and performance issues.
• Ensure compliance with federal, state, and local employment laws across multiple jurisdictions.
• Partner with Legal and Compliance teams to mitigate risk and ensure sound decision-making.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 10 years of progressive HR leadership experience, including enterprise or multi-site environments.
• Demonstrated experience overseeing HR operations and partnering with field or regional HR leaders.
• Strong background in strategic HR business partnering at the executive level.
• Proven ability to operate as a trusted advisor to senior leadership.
• Deep knowledge of employment law, HR best practices, and organizational effectiveness.
• Experience in field based industries with dispersed employee populations.

Preferred

• Master’s degree or MBA.
• Industry experience in Construction, Retail, Property Management, Real Estate, Telecommunications, Utilities, HVAC, or similar
• HR certification (SPHR, SHRM-SCP).

Core Competencies

• Executive presence and influence
• Strategic thinking with strong operational execution
• Ability to balance corporate strategy with field realities
• Strong judgment and discretion
• Change leadership and organizational effectiveness
• Data-driven decision making