Overview The Director of Human Resources will collaborate with HR and business leaders to help develop and lead the People strategy activities for their area of business. In this role, you are using a strategic mindset, industry and employment data/trends, to lead a team in the identification of opportunities, development of solutions and strategies that focus on the attraction, retention and development of NFI employees. The role will provide leadership and direction to a team of Regional HR Managers and HR Business Partners for a region/area of NFI business, while collaborating with other HR functional areas such as Compensation, Talent, Benefits, HCMS, Legal and Communications to maximize efficiencies, maintain a positive workplace environment, and contribute to the attainment of company goals and objectives. Reporting to the VP or SVP of HR Operations, this role is responsible to collaborate with other Director of HR Operations and HR functions to deliver programming that result in positive employee relations, collaborates in the development of policy and programs, executes talent and performance management, and ensures labor and regulatory law compliance for their areas of responsibility. These programs and the HR team influence the growth of the business through its people keeping in line with the company's core values, competencies and the organization's culture. Responsibilities Strategic HR Operational Partner Develops and maintains effective relationships with key stakeholders to ensure alignment of HR and business strategy driving operational growth and exceptional service. Stay in front of industry trends and their potential impact to the organization. Partners with senior leaders (Director/VP's) and their respective teams, using data driven solutions to drive business goals through People strategies such as: attracting new talent, developing employees, ensuring effective total rewards programs, management of employee relations, development of succession plans, propose organizational design changes and other strategies focused on retention and sustaining the NFI culture. Develops and utilizes key employee data/metrics to evaluate the health of the business/departments. Uses data to develop goals, objectives and programs to ensure the attraction, retention and development of employees in areas of responsibility. Works within a fast paced, highly evolving organization to collaborate with local and HR management to develop, manage and execute People Strategy activities to support the growth of NFI and priorities of the future organization. Provide HR Leadership to all employees and business area leaders to assist them in carrying out their management responsibilities. Collaborate with Talent teams that effectively attract new talent to NFI during the startup of new business operations throughout the year. Collaborate with Talent teams to plan and execute organization development initiatives as needed by area, such as organization design, change management, organizational effectiveness programs, employee coaching, career development planning. Leads and participates in cross-functional work teams and committees to execute People facing and other HR initiatives for NFI. Ensures a performance driven culture through the development and implementation of consistent coaching, counseling and development across assigned business areas. Coaches business leaders to achieve superior results, operational excellence and alignment within and between divisions, in conjunction with successful and productive employee interactions. Substantively contributes to the development of the wider HR strategy and works closely with Human Resource Leadership to ensure a cohesive and coordinated body of work. HR Team Leader Builds, develops and motivates a team of HR professionals who possess a high level of HR professional experience and knowledge. Position a team that can quickly understand the operation of NFI, along with the business opportunities and issues that require attention while maintaining focus on the key internal and external customers. Provides leadership, development and holds accountable team members with the uncompromising goal of creating a high performing HR team. Leads efforts and programs with HR Managers to maintain positive employee relations and union avoidance through interaction with employees including formal training for staff. Collaborates with HR functional team members to design, test and implement well thought out and strategic initiatives in key areas such as talent acquisition/management, succession, rewards and recognition, compensation, orientation/onboarding, culture activities and employee engagement. Leads and develops a team to utilize data driven solutions in the support of goals, objectives and programs in area of responsibility. Develops and collaborates with key HR, legal and business leaders on the establishment and interpretation of HR policies and procedures and makes recommendations to senior management for improvement of the organization's policies, procedures and practices. Shares innovative and creative Human Resources best practices that continually work toward best in class for NFI. Stays current with federal, state and local legal requirements and provides recommendations and/or implement changes as necessary to support business direction. Leads cross functional projects and manages process improvement initiatives that support and improve the overall NFI mission and strategy Qualifications Qualified candidates will have a Bachelor's Degree, Masters preferred. SPHR certification is desirable. Demonstrated and deep knowledge of employment law is a must. Diversified knowledge of key HR processes and practices - recruitment, training, compensation, performance management, talent development, employee relations, change management, Federal and State employment law, along with comp and benefits regulations. 7+ years of experience in HR, at the Director or leadership level in a similar capacity. Experience managing diverse activities in fast paced and growing business. Ability to build and manage strong, collaborative working relationships and carry high credibility with senior leaders, as well influence at all organizational levels. Proven experience in developing, managing and executing a labor strategy for a non-unionized workforce. Experience in handling union avoidance strategies as necessary. Demonstrated capability to manage and lead work through others by providing clear, thought out goals, direction and consistent communications. Possesses excellent influencing skills, challenge status quo, utilizes independent judgment Experienced in using data and key information to drive solutions Committed to self-development and keeping up with trends in the HR and Supply Chain Markets. Learning agile-demonstrated capability to learn multiple business areas and key drivers. Partners to develop and drive solutions to deliver results consistent with culture and key performance indicators. Experience in overseeing and guiding a team in effective employee relations matters, in addition to offering performance management coaching guidance. Ability to work autonomously in a fast-paced, flexible and high growth environment while maintaining composure. Seeks creative solutions and approaches with ongoing learning as a key driver. Excellence in managing and leading multiple projects and priorities in a hands-on manner while being resourceful and innovative at tackling challenges timely. Superior time and project management skills Sound organizational skills: planning, expediting, prioritizing and multitasking Demonstrated attention to detail and quality outcomes Superior written, verbal and interpersonal communication skills Commitment to excellent customer service and continuous improvement Good command of English, both written and spoken. Fluency in Spanish is helpful but not critical. Travel as needed (25+%), within the area. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws. Profit Center PC-4050 (US)