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Job Description
Director of Human Resources Leoforce•3.0 Lauderdale, MN Job Details $170,000•$190,000 a year 16 hours ago Qualifications HR policy development Succession planning Managing human resources teams Strategic management Compensation and benefits strategy Serving clients Organization design Employee grievance management Coaching Performance management strategy HR analytics Bachelor's degree in business Talent acquisition HR legal compliance Talent development Team development Bachelor's degree Continuous improvement Human Resource Management Senior Professional in Human Resources Risk management Data interpretation SHRM Certified Professional Leading team collaboration initiatives Data-driven problem-solving Practicing in an HR senior management role Professional In Human Resources Organizational development strategy Employment law in talent management
Human Resources Full Job Description Experience:
Director Salary:
$170,000•$190,000 per year Job Details•The Opportunity This is the senior people leader for the U.S. business, reporting to the regional VP of HR and sitting on the global leadership team. It is built as an ownership seat: you set and run people strategy across the U.S. business units while bringing regional and global priorities to life on the ground. You lead a tenured HR team end to end, partner directly with senior business leaders, and turn strategy into practical, well-executed programs. It suits someone who is well-rounded across the full HR stack and energized by complexity, multiple business units, and a fast-moving organization. What You'll Own Team leadership and delivery Lead, coach, and develop a multi-disciplinary HR team, raising the bar on quality and consistency across every U.S. business unit. Carry both the strategy and the execution: stand up and improve the systems, policies, and processes that keep HR running, and stay hands-on where it counts. Hold the operational backbone across talent, performance, total rewards, compliance, development, succession, employee experience, and facilities. Strategic and business partnership Act as a trusted advisor to U.S. leaders, surfacing the people moves that actually advance the business. Translate organizational insight into talent and performance priorities tied to growth and capability. Bring a clear, credible HR voice to the executive table on both people and business outcomes. Programs, compliance, and insight Keep policies and practices current, compliant with U.S. labor law, and consistently applied; coordinate cross-border where needed. Navigate complex employee-relations matters with judgment, escalating well and managing risk. Use people data and feedback to spot root causes early and drive continuous improvement in engagement and effectiveness. Collaboration and organizational support Partner across Finance, Operations, Legal, and regional HR to support shared initiatives. Support organizational design and integration work so structures and roles keep pace with the business. Champion the company's culture and values, and keep communication clear, balanced, and timely at every level. Background We're Looking For 8-plus years of progressive HR leadership, with real depth across the stack: business partnering plus organizational effectiveness, performance, total rewards, development, coaching, and team building. Not a single-lane HRBP or a one-discipline specialist. A track record of leading and developing HR teams, and of building credibility and influence with leaders at every level. Comfort operating in fast-paced, complex, matrixed environments with competing priorities and plenty of gray. Strong employee-relations instincts and the ability to earn trust across very different employee groups. The analytical chops to turn data and trends into clear recommendations, paired with strong problem-solving and planning. Excellent communication and a real client-service orientation, plus a demonstrated commitment to an inclusive, values-driven culture. Bachelor's in HR, Business, or a related field, or equivalent experience. HR certification (SPHR, PHR, SHRM-CP, SHRM-SCP) is a plus.
A bit about us:
•Our client is a global, publicly traded company in the consumer entertainment and hobby-products space, with a 30-plus-year track record and a portfolio of beloved, internationally recognized brands. They operate worldwide across creative studios, distribution, and the corporate teams that support them, pairing the stability of an established public company with the momentum of an active, acquisition-driven growth strategy. Culture is a genuine differentiator here: collaborative, people-first, and a place where the work is actually fun. Why join us?•You own it. This is the U.S.
people-leader seat:
full strategy and execution, a tenured team reporting to you, and the autonomy to make the calls rather than wait for direction. Growth you can shape. A publicly traded global business that is actively acquisitive, with real room for this role to help shape integrations and grow alongside the company. A global stage. A seat on the global leadership team, regular global calls, and open lanes to raise your hand for international projects. Genuinely fun, people-first culture. A collaborative, low-ego environment where people actually enjoy the work and each other. Flexibility and balance that's real. A hybrid schedule with genuine day-to-day flexibility, backed by a leadership team that protects work-life balance. A strong team underneath you. Capable specialists already in seat, so you lead and elevate rather than rebuild. #operations #global #human-resources #shrm #performance-management #international #hr #benefits #adp #unit #compensation #policies #employee-relations #talent-acquisition #fmla #talent-management #matrix #tier1
