Human Resources Director, Food & Beverage

Job Description:

• Serve as the primary strategic HR partner and trusted advisor to the President of the Food & Beverage division and senior Operations leaders.
• Translate business objectives into people strategies that strengthen organizational performance, leadership capability, workforce planning, and employee engagement.
• Build deep knowledge of business operations to proactively identify talent opportunities and organizational risks.
• Advise leaders on organizational design, succession planning, workforce planning, and change management initiatives.
• Balance divisional priorities with enterprise-wide HR strategies and business objectives.
• Lead, coach, and develop an HR Business Partner while fostering a collaborative, high-performing HR team.
• Establish priorities, provide direction, and ensure consistent execution of HR programs across the division.
• Build leadership capability by coaching managers and executives on performance management, employee development, communication, and organizational effectiveness.
• Create a culture of accountability, continuous improvement, and exceptional customer service within the HR team.
• Partner with Talent Acquisition, Learning & Development, Compensation & Benefits, and other Centers of Excellence to attract, develop, engage, and retain top talent.
• Lead succession planning, talent reviews, leadership development, and performance management initiatives.
• Develop and implement strategies to improve employee engagement, retention, and organizational effectiveness.
• Champion initiatives that strengthen leadership capability and reinforce a high-performance culture.
• Provide guidance on complex employee relations matters, investigations, performance issues, policy interpretation, and conflict resolution.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Partner with leaders to proactively mitigate employee relations risks while maintaining a positive employee experience.
• Support union avoidance strategies through strong employee engagement and proactive leadership coaching.
• Utilize workforce metrics and HR analytics to identify trends, evaluate organizational health, and inform strategic decision-making.
• Develop action plans to address turnover, engagement, productivity, and other workforce challenges.
• Influence leaders through data-driven recommendations that improve business outcomes.
• Monitor external labor market trends and emerging HR best practices to recommend innovative solutions.
• Lead organizational change initiatives including restructures, acquisitions, process improvements, and implementation of new HR programs and systems.
• Drive adoption of enterprise initiatives through thoughtful communication, coaching, and change management.
• Lead or participate in cross-functional HR projects supporting company growth and transformation.
• Champion Certified Group's core values by fostering an inclusive, respectful, and engaging workplace.
• Partner with business leaders to create an environment where employees feel valued, empowered, and connected.
• Promote open communication, accountability, and continuous improvement throughout the organization.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred.
• 10+ years of progressive Human Resources experience, including experience serving as a strategic HR Business Partner supporting senior business leaders.
• Previous experience managing and developing HR professionals, preferably an HR Business Partner or HR Generalist.
• Experience supporting multi-site operations with large hourly employee populations.
• Demonstrated success serving as the senior HR leader for a business unit or operating division.
• Proven ability to influence senior executives and serve as a trusted strategic advisor.
• Strong experience leading organizational change, workforce planning, talent management, and organizational development initiatives.
• Experience with employee relations, investigations, performance management, and employment law compliance.
• Experience partnering with business leaders to reduce turnover, improve engagement, and strengthen leadership effectiveness.
• Experience with union avoidance strategies, employee engagement planning, and retention initiatives.
• Demonstrated ability to manage competing priorities in a fast-paced, growth-oriented environment.
• Excellent communication, coaching, facilitation, and relationship-building skills.

Benefits:

• Health insurance
• Retirement plans
• Paid time off
• Flexible work arrangements
• Professional development