Director, Human Resources

Job Objective

The Director of Human Resources is a hands-on, strategic HR leader responsible for partnering closely with field and corporate leaders to drive a strong and people-centered culture across the organization. This role centers on consultative management support for field operations, proactive employee relations, high-impact talent acquisition and onboarding, and driving excellence in consulting, compliance, HR administration, and cultural alignment.

This position leads the HR business partner activities for the organization, providing coaching, thought leadership, and operational HR support to ensure a productive and engaged workforce across geographically dispersed field assets.

Essential Job Responsibilities

• Lead the HR Business Partner (HRBP) team in delivering consistent, high-impact support to leaders across the organization, ensuring alignment of HR strategies with business objectives and operational priorities.
• Coach, develop, and mentor HRBPs, building functional depth, strategic capability, and consultative effectiveness across the team to ensure readiness for increased scope and complexity.
• Serve as a strategic partner to senior and executive leaders, advising on organizational design, workforce planning, team effectiveness, and talent strategy to enable scalable growth and transformation.
• Provide direction on complex and high-risk employee relations matters, ensuring a consistent, legally sound, and values-based approach to issue resolution across business units.
• Drive performance and talent management strategies by enabling consistent execution of performance cycles, talent reviews, succession planning, and leadership assessments in partnership with HR Centers of Excellence (COEs).
• Use workforce analytics and business intelligence to identify organizational trends, diagnose root causes, and inform enterprise-level people decisions and interventions.
• Partner with the compensation, talent acquisition, benefits, and talent development teams to ensure that HRBP-led support on hiring, career pathing, internal mobility, and total rewards is integrated and impactful.
• Oversee consistent execution of HR programs and initiatives across the business (e.g., engagement surveys, culture initiatives, DEI programs), ensuring enterprise alignment while allowing for local adaptability.
• Champion a culture of accountability, inclusion, and leadership excellence by guiding HRBPs in modeling and reinforcing behaviors aligned with the company’s values and employee experience vision.
• Partner with executive leadership, legal, and compliance teams to ensure HRBP practices and decisions are aligned with organizational risk tolerance, regulatory standards, and ethical obligations.
• Identify opportunities to evolve the HRBP operating model, tools, and frameworks to support changing business needs and organizational maturity.
• Ensure organization is in compliance with federal, state, and local labor laws including FLSA, FMLA, ADA, EEO and other applicable regulations, maintaining all required documentation and reporting practices.
• Lead the HRBP function in delivering strategic HR partnering across the business, including directing all HR activities related to acquisitions such as organizational due diligence, integration planning, workforce alignment, and cultural assimilation to ensure a seamless employee experience and business continuity.
  
  

Other Job Responsibilities

• Demonstrate commitment to company core values — Integrity, Ownership, Urgency, Alignment, and Innovation — in all daily responsibilities and interactions.
• Actively support and contribute to the company’s mission and vision through reliable, high-quality work
  
  

Qualifications

• 12 years of progressive HR experience required, including 3–5 years in a field-facing role.
• 5 years in a senior-level or director role, leading enterprise-wide HR.
• HR experience in energy, transportation, industrial, or midstream sectors strongly preferred.
• Demonstrated expertise in designing and leading enterprise-wide talent strategies that align with long-term business objectives, drive organizational growth, and strengthen leadership pipelines.
• Proven track record of influencing executives and senior leaders to shape and implement people strategies that support culture transformation, operational excellence, and business agility.
• Extensive experience overseeing complex organizational change initiatives, resolving high-impact employee relations matters, and managing risk in dynamic, matrixed environments.
• Advanced proficiency in leveraging workforce analytics, talent insights, and business data to inform executive decision-making and guide strategic planning across the enterprise.
• Strong executive presence and leadership capability, with a consultative approach and the ability to lead and develop high-performing HR teams while fostering cross-functional alignment.
• Ability to travel to field locations (estimated 25–35%) and support teams in varied working environments.
• Advanced working knowledge of employment law and HR best practices across multiple states.
  
  

Education Requirements, Certifications, Licenses, And Registrations

• Bachelor’s degree in Human Resources, Business, or related field required.
• SHRM-SCP, SPHR, or equivalent professional certification preferred.