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HR Director

The Human Resources Director is responsible for the policies, activites, and staff of the HR department. They contribute to the overall company strategy by advising the board on the HR implications of its decisions.
HR Role family: Solution architect
Salary range: $89,000 - 108,000Gross salary range estimation based on US salary benchmark data collected in 2022
Work experience: 3-7 yearsAverage minimum year of (relevant) work experience required for this role.

Key Responsibilities

Develop and execute HR strategies that align with the organization's goals and objectives
Provide leadership and guidance to HR teams across locations
Develop and maintain effective relationships with internal and external stakeholders
Develop and maintain HR metrics to measure the effectiveness of HR programs and initiatives

Skills & Competencies

Analytics Translation
Builds Trust
Business Advisory/Partnering/Generalist
Co-creates Strategy
DEIB, Employee Experience and Culture
Develops and Coaches
Driven Results
Employee Health
Employee Relations and Labour
Engages People
Inspire and Motivates
Interprets context
L&D/Leadership Development
Leads with empathy
Manages Conflict
Organizational Development and Design
Safety and Wellbeing
Sets direction
Talent and Performance Management

Career paths

Path 1
Path 2
Path 3
HR Director
Chief People Officer (CHRO)
HR Director
DEIB Manager
Chief Diversity Officer
HR Director
Director Total Rewards
Chief People Officer (CHRO)

Training programs

Certificate Program

Organizational Development

Intermediate | 31 hours

Gain the skills and expertise to help your organization thrive, now and in the future.

Certificate Program

People Analytics

Intermediate | 38 hours

Develop a full analytics skill set to lead with data-driven HR

More details & resources

Job Description Template: HR Director

The HR Director is responsible for overseeing the development and implementation of human resources policies, programs, and services across multiple business units.

Responsibilities:

  • Develop and execute HR strategies that align with the organization's goals and objectives
  • Oversee the development and implementation of human resources policies and procedures
  • Provide leadership and guidance to HR teams across global locations
  • Manage the HR budget, ensuring effective use of resources
  • Develop and implement training and development programs to enhance employee skills and performance
  • Ensure compliance with local, national, and international employment laws and regulations
  • Develop and maintain effective relationships with internal and external stakeholders
  • Develop and maintain HR metrics to measure the effectiveness of HR programs and initiatives
  • Provide guidance and support to managers on employee relations issues
  • Develop and maintain effective communication channels with employees across the organization

Requirements:

  • Bachelor's degree in Human Resources, Business Administration or related field; Master's degree preferred
  • 10+ years of experience in a senior HR leadership role
  • Experience in a global organization, with a strong understanding of global HR policies and practices
  • Proven track record in developing and executing successful HR strategies
  • Strong leadership and communication skills
  • Ability to manage and lead teams across multiple locations
  • Excellent knowledge of employment laws and regulations across multiple jurisdictions
  • Demonstrated ability to build and maintain effective relationships with stakeholders at all levels of the organization
  • Strong analytical and problem-solving skills
  • Ability to work effectively in a fast-paced, dynamic environment

Detailed Responsibilities & Tasks

  • Develop and execute HR strategies that align with the organization's goals and objectives
  • Oversee the development and implementation of human resources policies and procedures
  • Provide leadership and guidance to HR teams across locations
  • Manage the HR budget, ensuring effective use of resources
  • Develop and implement training and development programs to enhance employee skills and performance
  • Ensure compliance with local, national, and international employment laws and regulations
  • Develop and maintain effective relationships with internal and external stakeholders
  • Develop and maintain HR metrics to measure the effectiveness of HR programs and initiatives
  • Provide guidance and support to managers on employee relations issues
  • Develop and maintain effective communication channels with employees across the organization

Detailed Skills Description

  • Strategic thinking and planning: The ability to think strategically and plan ahead is crucial for HR Directors, especially in global organizations, where they must ensure HR policies align with business objectives.
  • Leadership: As the head of the HR function, the HR Director must be a strong leader who can inspire, motivate and manage a team of HR professionals across different regions.
  • Cross-cultural competence: Working in a global organization requires a high degree of cross-cultural competence. HR Directors must be able to work effectively with employees from diverse cultural backgrounds and adapt HR policies and practices to fit different cultures.
  • Communication: Strong communication skills are essential for HR Directors to communicate effectively with employees, senior management, and other stakeholders across the organization.
  • Business acumen: A strong understanding of the business and financial aspects of the organization is important for HR Directors to be able to align HR strategy with business objectives.
  • Change management: HR Directors must be skilled in managing change, as they often play a critical role in implementing organizational changes and managing the impact on employees.
  • Human resources expertise: As an HR professional, the HR Director should have a solid understanding of HR principles, policies, and practices. This includes knowledge of HR laws and regulations, employee relations, compensation and benefits, recruitment and retention, and HR technology.
  • Analytical skills: The HR Director should be able to analyze data and use it to inform HR strategy and decision-making.
  • Conflict resolution: Conflict can arise in any organization, and the HR Director should have the skills to mediate and resolve conflicts between employees or between employees and management.
  • Innovation and creativity: HR Directors must have the ability to think creatively and innovatively to develop new HR policies and practices that align with the organization's goals and objectives

KPIs for this role

  • Talent Management: Developing and implementing a talent management strategy that supports the organization's growth and goals, ensuring the right people are in the right roles, tracking and improving employee engagement and retention rates, and developing a strong employer brand.
  • HR Operations: Managing HR processes and procedures, such as compensation and benefits administration, compliance with employment laws and regulations, HR technology implementation, and managing HR budgets.
  • Diversity, Equity, and Inclusion (DEI): Developing and implementing DEI initiatives that foster an inclusive and equitable workplace, tracking DEI metrics, and ensuring that the organization is in compliance with equal opportunity laws and regulations.
  • Strategic Planning: Collaborating with senior leadership to develop and implement HR strategies that align with the organization's overall goals and objectives, monitoring and analyzing HR data to inform decision-making, and driving change management initiatives.
  • Employee Relations: Managing employee relations and providing guidance on employment law and company policies, managing employee feedback processes and analyzing feedback to drive improvement initiatives, and overseeing investigations and resolution of workplace conflicts.
  • Leadership and Team Development: Developing and mentoring HR staff, providing leadership and guidance to HR teams across different geographies and business units, and collaborating with other executives to drive cross-functional initiatives.
  • Communication and Collaboration: Building and maintaining strong relationships with key stakeholders across the organization, communicating HR initiatives and policies effectively to employees, and collaborating with other functional leaders to drive business results.
  • Metrics and Analytics: Analyzing HR data and using metrics to drive HR decision-making, tracking key performance indicators (KPIs) and developing reports for senior leadership, and staying up-to-date on industry trends and best practices