Director, Human Resources

The Director, Human Resources for the Engineered Interconnect & Packaging (EIP) Business Unit is a key member of the Business Unit leadership team, responsible for providing leadership that enables profitable growth, operational excellence, and a high‑performing culture across the Business Unit (BU). This role serves as a strategic and hands‑on HR leader, partnering closely with Business Unit leadership to align human capital strategies with business objectives. The Director, HR will operate in a matrixed environment, collaborating with Division and Corporate HR shared service teams while maintaining strong ownership of HR execution across the BU. The position has responsibility for multiple U.S. manufacturing locations including New Bedford, MA; Westerly, RI; Cincinnati, OH; and Rosemead, CA, and works collaboratively with International HR partners supporting EIP operations in Reynosa, Mexico; Penang, Malaysia; and Europe.

Key Responsibilities:

Strategic Leadership & Business Partnership Serve as a trusted advisor and business partner to the EIP Business Unit leadership team, aligning HR strategies with business goals to support growth, productivity, and profitability. Partner with BU leaders to drive organizational effectiveness, workforce planning, and change management initiatives. Provide HR leadership in support of BU strategy execution, acquisitions, integrations, and continuous improvement initiatives. Act as the BU HR liaison to Division and Corporate HR shared services, ensuring seamless alignment and execution of enterprise HR programs. Talent Management & Organizational Effectiveness Lead and execute talent acquisition, workforce planning, succession planning, and leadership development strategies to build a strong and scalable talent pipeline. Coach and support leaders in performance management, including goal‑setting, performance differentiation, development planning, and corrective action. Drive robust succession planning and talent reviews to support leadership continuity and bench strength. Champion employee engagement initiatives that reinforce accountability and performance. HR Operations & Employee Relations Provide hands‑on leadership in core HR disciplines including: Recruiting and onboarding Performance management Employee relations and investigations Compensation planning and wage administration Employee development and training Ensure consistent application of HR policies, practices, and AMETEK values across all EIP locations. Serve as a coach to managers at all levels on employee relations, leadership effectiveness, and organizational issues. Compliance, Safety & Risk Management Ensure compliance with all applicable federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, DOL, workers' compensation, and wage/hour requirements. Partner with site leadership, Corporate HR, and EHS teams to support employee health, safety, and workers' compensation programs. Oversee accurate HR recordkeeping, audits, and reporting requirements in partnership with shared services. Analytics, Systems & Continuous Improvement Leverage HR metrics and analytics (headcount, turnover, overtime, talent, engagement) to identify trends and recommend data‑driven actions. Ensure integrity and effective use of HRIS systems and HR data. Identify opportunities to improve HR processes, efficiency, and standardization across the BU while maintaining appropriate local flexibility.

Education:

Bachelor's degree in Human Resources, Business Administration, or a related field required. Advanced degree and/or

PHR/SPHR

certification preferred.

Experience:

7-10+ years of progressive HR leadership experience, preferably in a manufacturing or industrial environment. Demonstrated experience leading HR for multi‑site operations, including geographically dispersed manufacturing locations. Strong background in performance management, employee relations, talent acquisition, compensation, and compliance. Experience working in a matrixed/global environment, partnering with shared service and international HR teams. Working knowledge of wage and salary structures, shop‑floor HR issues, and frontline workforce dynamics.

Skills & Competencies:

Strong business acumen with the ability to connect HR strategy to operational and financial outcomes. Proven ability to influence and coach leaders at all levels. Excellent interpersonal, verbal, and written communication skills. Analytical mindset with comfort using data to drive decisions. Proficiency in Microsoft Office tools (Excel, Word, PowerPoint) and HRIS platforms. Willingness and ability to travel frequently to domestic locations and occasionally internationally.