- Minimum Salary/Range*: 121,200.0000
- Maximum Salary/Range*: 212,100.0000
- Shift: Days
- Schedule: Full Time
Job Description
Direct, plan, organize, and lead a portfolio of complex HR projects and strategic initiatives that support enterprise priorities, organizational transformation, and business growth. Partner closely with senior HR and business leaders to establish priorities, develop integrated project plans, manage dependencies and risks, and ensure successful execution.
The Director will lead a team of project management professionals and oversee a diverse portfolio of work, with a particular focus on HR M&A and integration. This includes leading HR due diligence and integration planning, coordinating cross-functional workstreams, establishing governance and decision-making structures, and ensuring alignment across HR functions and enterprise stakeholders.
The role will also strengthen project and portfolio management capabilities across HR, driving greater consistency, transparency, accountability, and execution discipline.
Job Responsibility
- Leads, develops, and manages a high-performing project management team, providing coaching, mentorship, and career development to strengthen project leadership, strategic thinking, business acumen, and overall team capability.
- Oversee the HR project portfolio, ensuring alignment with organizational priorities, effective prioritization, resource and capacity planning, governance, risk management, and successful delivery of strategic initiatives.
- Leads HR M&A and integration initiatives, including due diligence, integration planning, cross-functional workstream coordination, dependency management, risk identification, and execution through key integration milestones.
- Partners with senior HR and business leaders to translate strategic priorities into actionable project plans, establish clear outcomes, facilitate decision making, and provide thought partnership on complex initiatives.
- Establishes and maintains project governance for high-priority initiatives, including executive steering structures, decision rights, milestones, executive reporting, risk and issue management, and escalation processes.
- Leads cross-functional project teams across HR and the broader enterprise, creating clarity around scope, roles, timelines, dependencies, and expected outcomes while navigating competing priorities and organizational complexity.
- Strengthens project management capabilities across HR by advancing consistent methodologies, tools, standards, and practices that improve delivery discipline, transparency, and execution maturity.
- Drives continuous improvement and disciplined execution, identifying opportunities to simplify ways of working, address barriers, and improve the effectiveness and efficiency of HR initiatives.
- Establishes and monitors success measures for strategic initiatives, leveraging data, milestones, and key performance indicators to assess progress, outcomes, business value and impact.
- Builds strong relationships across HR and the enterprise, effectively navigating competing priorities, ambiguity, and organizational complexity, serving as a trusted partner.
- 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.
Job Qualification
- 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.
- Prior Project Management experience, preferred.
*Additional Salary Detail
The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining a team member's base salary and/or rate, several factors may be considered as applicable (e.g., location, specialty, service line, years of relevant experience, education, credentials, negotiated contracts, budget and internal equity).
