Director, HR Solutions

Director, HR Solutions

The Director, HR Solutions provides strategic leadership to strengthen HR capability, experience, and readiness, including designing and sustaining HR emergency management and workforce preparedness strategies. This role ensures HR teams have clear guidance, tools, and playbooks to effectively support team members and leaders while maintaining business continuity during both routine operations and emergency events.

The Director leads a team focused on HR capability development, HR experience, learning & development, and emergency preparedness. Working closely with HR leadership and senior stakeholders, this role identifies capability gaps, reinforces shared expectations, and delivers practical learning approaches, preparedness plans, and situational response frameworks that enable HR to operate consistently, confidently, and effectively in stable and emergency environments.

Key Responsibilities

• Direct, plan, organize and evaluate current HR initiatives to optimize organizational performance and employee experience.
• Work closely with multi-faceted teams to drive various process improvements, manage portfolios, and drive objectives and key results aligned with enterprise-wide initiatives.
• Lead a team responsible for portfolio management, process improvements, product management, and HR objectives and key results (OKRs) aligned with the company's strategic goals.
• Manage people with a diverse portfolio of work to best support the business.
• Selects, leads, develops and manages a multidisciplinary group of individuals responsible for a diverse project portfolio that encompasses enterprise-wide strategic initiatives.
• Oversee a portfolio of HR projects, ensuring alignment with organizational priorities, resource allocation, and timely execution, with a focus on short term strategic vision for overall department and work products.
• Collaborate with senior leadership to develop and implement strategic HR initiatives aligned with the organization's goals and objectives.
• Partner with regional human resources teams to provide key assessments and scope of project and portfolio needs, providing key insight while managing expectations of timelines and key considerations.
• Lead efforts to streamline HR processes and procedures, identify inefficiencies, and implement solutions to enhance effectiveness and efficiency, identifying, developing and implementing change in process where required.
• Drive the adoption and implementation of OKRs within the HR department, ensuring clear alignment with broader organizational OKRs and regular tracking of key metrics.
• Develops and articulates short-term (6 months – 1 year) strategic vision for areas of responsibility.
• Implements strategic plans, drives departmental goals and objectives, and improves departmental performance across multiple sites.
• Plans and recommends programs to accomplish mid to long-range objectives.
• Provides direction and guidance to middle managers or high-level exempt subject matter experts.
• Assists in career development planning for team members.
• Builds capabilities that support development within the team and throughout HR organization.
• Performs related duties as required. All responsibilities noted here are considered essential functions of the job under the Americans with Disabilities Act. Duties not mentioned here, but considered related are not essential functions.

Preferred Qualifications

• Develops and articulates a short-term (6 months – 1 year) strategic vision for both HR experiences and HR emergency management.
• Designs and maintains HR emergency management and workforce preparedness strategies, encompassing comprehensive readiness, response, mitigation, and recovery phases, ensuring HR teams can support team members and maintain business continuity during disruptions.
• Leads the continuous development and refinement of critical emergency management plans for diverse scenarios (e.g., pandemics, severe weather, cyberattacks, strikes, workplace incidents, etc.) to ensure organizational resilience.
• Develops and assists in conducting incident response planning, situational awareness exercises, and disaster preparedness training programs for relevant stakeholders across the organization.
• Provides strategic advice and guidance to inform system-level strategies and offers expert recommendations to senior executives on critical matters concerning HR initiatives and emergency event management.
• Designs and oversees HR learning approaches, including communities of practice, peer learning, and shared learning resources that strengthen consistency and collaboration across HR.
• Improves the HR team member experience by gathering feedback, identifying gaps, and making practical improvements to how HR teams work and connect.
• Develop clear, consistent methods to engage and inform the HR workforce, ensuring alignment with organizational priorities and mission.
• Acts independently to uncover and resolve complex issues associated with the development and implementation of operational programs, devising new methods and procedures through strong analytical and inductive thinking.
• Leads and develops a team focused on HR capability, culture, learning, and readiness through coaching, clear expectations, and ongoing development.
• Manages the day-to-day expenditures for the assigned team, ensuring fiscal responsibility and optimal resource utilization.
• Fosters a culture of continuous learning and growth by assisting in career development planning for team members and building capabilities within the HR and Emergency Management organizations.

Job Qualifications

• Bachelor's Degree or equivalent combination of education and related experience, required.
• Master's Degree or equivalent combination of education and related experience, preferred.
• 8-12 years of preferred technical experience, with exposure to mergers and acquisitions.
• 7+ years of leadership/management experience, preferred.

Key skills/competency

• HR Strategy
• Emergency Management
• Workforce Preparedness
• Leadership
• Portfolio Management
• Process Improvement
• Learning and Development
• Organizational Development
• Change Management
• Talent Management