Director Field Human Resources

The Director, HR Field Operations is a strategic HR leader responsible for driving people strategies, fostering a strong workplace culture, and ensuring HR operational excellence across multiple manufacturing locations (Portland, OR; Salem, OR; Ontario, CA; and St Joseph, MO) within their assigned region. This role partners closely with the VP of Manufacturing, plant leadership, and other leaders to develop and execute HR strategies that support business objectives, enhance employee engagement, and build leadership capabilities.

Strategic HR Leadership & Execution

• Develop and implement HR strategies that align with business goals, ensuring a high-performance and engaged workforce.
• Serve as a strategic business partner to region leaders, HR leaders and teams, and plant leaders, providing insights and solutions for workforce planning, talent management, leadership development, training, organizational effectiveness, and employee and labor relations.
• Lead change management initiatives, ensuring smooth transitions during organizational changes, acquisitions, or expansions.

Leadership & Talent Development

• Act as a mentor and coach to HR managers, their teams, and plant leaders, developing their HR capabilities and leadership skills.
• Drive talent development initiatives, people planning process, succession planning, and leadership pipeline programs to build internal bench strength.
• Foster a culture of continuous learning, ensuring employees at all levels have access to career growth opportunities.

Employee Engagement & Culture Building

• Champion a positive and inclusive workplace culture through engagement programs, recognition initiatives, and strong communication strategies.
• Ensure engagement action planning based on employee feedback, working closely with plant leadership to drive meaningful improvements.
• Develop and execute Labor Strategy including CBA negotiations and overall grievance/arbitration management across all union sites. Develop and execute positive work environment strategy in all non-union sites.
• Support employee relations efforts by ensuring fair and consistent policies and practices across locations, in addition to inspirational leadership.

Workforce Planning & Performance Management

• Partner with business leaders to assess workforce needs, address staffing challenges, and implement strategies to reduce turnover.
• Guide plant HR teams in managing performance reviews, goal-setting, and coaching to drive a culture of accountability and high performance.
• Work with internal teams to define optimum organizational structures, position specifications, sourcing, interviewing and hiring of top talent as well as provide guidance and coaching as appropriate on talent and organization issues.

HR Operations & Compliance

• Ensure sites are compliant with federal, state, and local labor laws, as well as company policies and procedures.
• Oversee HR metrics, analyzing data on retention, turnover, and engagement to drive informed decision-making.
• Continuously improve HR processes, leveraging technology and best practices to enhance efficiency.

Program Leadership

• Lead and drive HR processes, programs, and initiatives across the full manufacturing network in support of business performance and objectives.

• 10+ years progressive HR Business Partner experience with at least 5 years as a people leader, inclusive of a Bachelor's degree is required.
• Must be familiar with HR technology (e.g., applicant track system, HRIS, performance management systems, benefits system, etc.).
• Experience leading all employee life cycle, i.e. hiring, promotions, courageous conversations, compensation reviews, employee relations, etc. is required.
• Ability to provide insights and information, leveraging key technologies such as MS Suite, ERP, HRIS, etc.
• Ability to travel up to 60%.
• Master's degree in a related field is highly desired.
• Prior Human Resources experience leading and supporting multi-locations is highly preferred.
• Prior experience in a manufacturing facility with both union and non-union experience is strongly preferred.
• Union avoidance training is desired.
• Experience leading training at various levels, i.e. frontline through leadership is helpful.

• Customer Focus - able to interact as a professional and company representative with internal & external customers to deliver an exceptional experience
• Communication - ability to act as consultant and coach, at all levels - from front-line employee to executive
• Teamwork - must be a team player and collaborative, with the ability to build and grow relationships, working with or as part of a team, all in an effort to achieve shared goals, and company objectives and results
• Adaptability - flexible and ability to adapt in a fast paced and growing work environment
• Leadership - provide leadership to remote team of direct/indirect reports and influence leadership throughout Operations function