Summary: 

The Director of Human Resources is a senior business leader responsible for designing and executing the people strategy for a private label manufacturing organization with approximately 2,000 employees. The role partners closely with executive leadership and plant management to ensure talent, culture, safety and workforce strategies directly support operational performance, scalability, and financial objectives.

This position requires strong business acumen, operational credibility, and a hands-on leadership style, with regular on site presence to reinforce expectations related to leadership, workforce engagement, and safe work practices.

Essential Duties and Responsibilities:

Business & Executive Partnership

•    Serve as a strategic advisor to Nice Pak leadership and plant/DC leaders on workforce strategy, organizational design, labor planning, and safety leadership expectations. 

•    Translate business objectives into HR strategies that drive productivity, engagement, injury reduction, and cost effectiveness. 

•    Provide data-driven insights related to labor cost, turnover, retention, talent risk, and safety-related workforce trends. 

•    Communicate people and safety-related risks and opportunities in clear business terms.

Human Resources  Leadership

•    Lead all HR functions including Talent Acquisition, Employee Relations, Performance Management, Compliance, and HR Operations. 

•    Ensure consistent HR policies and practices across multiple manufacturing plants and distribution centers. 

•    Partner with Operations and EHS to ensure safety policies, training requirements, and accountability standards are embedded into HR processes. 

•    Oversee labor relations strategies, including matters related to safety, working conditions, and regulatory compliance. 

•  Ensure compliance with all federal, state, and local employment, labor, and workplace safety-related requirements.

Safety & EHS Leadership (Plants & Distribution Centers)

•    Partner closely with Operations and EHS leadership to promote a strong safety-first culture across all plants and DCs. 

•    Ensure leaders at all levels are held accountable for safe behaviors, incident prevention, and regulatory compliance through performance management and leadership expectations. 

•    Integrate safety expectations into hiring, onboarding, training, performance evaluations, corrective action, and leadership development programs. 

•    Support site leadership in addressing safety-related employee relations matters, including investigations, corrective actions, and compliance documentation. 

•    Participate in the review of safety metrics, trends, and incidents to identify people-related root causes and corrective actions. 

•    Reinforce compliance with OSHA and other applicable safety regulations through HR governance, audits, and leadership coaching. 

•    Serve as an active presence in plants and DCs to model leadership commitment to safety and employee well-being.

Talent, Culture & Engagement

•    Develop talent and succession strategies that support frontline stability and leadership depth.

•    Strengthen leadership capability, accountability, and performance management practices.

•    Drive employee engagement, retention, and culture initiatives aligned with safety, quality and productivity.

•    Coach leaders on people leadership and change management and maintaining safe, respectful and compliant work environments.

Operational & Financial Impact

•    Partner with Operations to align workforce planning with production and growth requirements.

•    Own the HR operating budget and labor-related cost initiatives.

•    Track and report KPIs including turnover, time-to-fill, engagement, and labor efficiency.

•    Support growth initiatives, expansions, or acquisitions from a people perspective.

Supervisory Responsibilities:

Yes