What are the responsibilities and job description for the Director of Human Resources position at Strattec Security Corp.?
Responsibilities:
Qualifications:
The Director, Human Resources is a key strategic and operational leader responsible for overseeing and integrating HR operations, talent acquisition, talent development, employee engagement, and employee and labor relations. As the organization undergoes a significant transformation, this role will be central to driving culture change, aligning people strategies with business goals, and building a high-performance, inclusive, and future-ready workplace.
This position requires a hands-on, execution-oriented leader with strong manufacturing, engineering, and commercial experience—and a passion for shaping culture and enabling growth. The ability to craft HR strategy while simultaneously executing day-to-day initiatives across HR functions is essential. The ideal candidate will bring deep expertise in HR best practices, workforce transformation, and change leadership, with the ability to partner cross-functionally and influence at all levels of the organization.
Key Responsibilities
- Culture Transformation & Change Leadership
- Partner with the Chief People Officer to define and implement culture change initiatives supporting the organization’s mission, values, and strategic direction.
- Serve as a visible change champion, helping teams navigate organizational shifts, overcome resistance, and adopt new behaviors.
- Lead HR-driven communication efforts to support transformation and organizational development.
- Ensure cultural priorities are embedded in policies, leadership development, performance management, and day-to-day people practices.
- HR Operations & Systems Optimization
- Lead optimization of HR systems (HRIS) to drive efficiency, automation, and data integrity.
- Ensure compliance with employment laws, data privacy regulations, and internal HR policies.
- Drive consistency and clarity across HR processes throughout the employee lifecycle.
- Engage in hands-on operational problem-solving and continuous improvement to support the business.
- Manage the full immigration process, including H-1B, TN, L1B, PERM, and other work authorization needs.
- Partner closely with legal counsel to proactively address employee-related legal and compliance matters.
- Talent Acquisition & Employer Branding
- Develop and execute innovative, inclusive recruiting strategies that reflect the organization’s cultural evolution and workforce needs.
- Partner with Marketing and Communications to develop and execute a comprehensive employer branding strategy that strengthens the company’s reputation as an employer of choice within manufacturing, engineering, and commercial talent markets.
- Ensure an exceptional, values-aligned candidate experience that reflects the organization’s culture and future-forward employee experience.
- Collaborate with the Talent Acquisition Specialist and hiring managers to improve time-to-fill, quality of hire, diverse pipelines, and workforce planning.
- Use talent market insights and recruiting analytics to refine sourcing strategies, enhance brand visibility, and continuously improve the hiring process
- Talent Development & Organizational Capability
- Support implementation of leadership development, succession planning, and performance management strategies that strengthen organizational capability.
- Implement learning and development programs fostering continuous growth, adaptability, and a growth mindset.
- Provide coaching to managers to support consistent, aligned leadership practices.
- Labor & Employee Relations
- Oversee labor relations strategy, ensuring alignment with organizational goals and fostering transparent relationships with employee groups.
- Support union and non-union teams through open communication and proactive engagement.
- Provide guidance on employee relations matters to ensure fairness, consistency, and compliance.
- Partner with internal leaders to address complex labor issues and maintain a positive, values-driven environment.
- Employee Engagement & Retention
- Lead employee engagement strategy, using insights and feedback tools to drive meaningful improvements.
- Partner with stakeholders to support employee well-being, inclusion, and connection.
- Analyze turnover and develop retention initiatives aligned with workforce and cultural priorities.
- Workforce Analytics & Strategic Insights
- Use data and HR metrics to inform strategy, track progress on culture transformation, and improve HR processes.
- Present insights to leadership to support decision-making and continous improvement.
Qualifications:
- Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
- 10 years of progressive HR leadership experience across HR operations, talent strategy, and labor relations.
- Experience in a manufacturing environment with strong understanding of hourly workforce dynamics, union environments, and compliance requirements.
- Demonstrated ability to balance hands-on execution with enterprise-level strategic leadership.
- Proven experience partnering with engineering and commercial teams.
- Experience leading or supporting cultural and organizational transformation.
- Proficiency with HRIS platforms, HR compliance, and workforce analytics.
- Excellent communication, influence, and coaching skills.
Key Competencies
- Change Leadership & Cultural Agility
- Strategic Thinking & Operational Execution
- Relationship Building & Influence
- Talent & Organizational Development
- Data-Driven Decision-Making
- Conflict Resolution & Labor Relations Oversight
- Project & People Management
