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Job Description
Sr Director, Human Resources Energy Access Innovations Carrollton, TX Job Details Full-time 20 hours ago Benefits 401(k) Qualifications Managing human resources teams Compensation and benefits strategy HR legal compliance Employment law in talent management Strategic thinking in HR leadership Full Job Description The Senior Director of Human Resources is EAI's top people leader, responsible for setting HR strategy across the enterprise and its subsidiaries — EG4 Electronics, OutBack Power, Signature Solar, Solar76, Sun Atlas Power, and EA365 Financial. This role leads a team of functional leaders who own day-to-day execution across talent acquisition, talent management and employee relations, total rewards and HR systems, and learning and development. The Senior Director is accountable for enterprise-wide alignment, organizational health, and building an HR function capable of supporting a growing, multi-site, and internationally expanding business. This position reports directly to the corporate President of Energy Access Innovations and serves as a key member of the EAI leadership team.
CORE RESPONSIBILITIES
People Strategy & Executive Leadership Develop and own the enterprise HR strategy, ensuringpeoplepriorities are integrated with EAI's businessobjectivesand growth plans across all subsidiaries. Serve as the senior HR advisor to the President and subsidiary leadership on organizational design, workforce strategy, people risk, and enterprise-wide HR priorities; engage directly on complex or high-stakes matters. Translate business strategy into enterprise HR investment decisions, functional roadmaps, and capability priorities; ensure the HR function is organized and resourced to deliver against both near-term needs and long-term growth plans. Set the enterprise framework for HR standards, policies, and operating practices across all EAI subsidiaries and locations; approve the policy and documentation framework and hold final accountability for enterprise HR compliance across all operating states,jurisdictions, and global entities. Define enterprise HR KPIs; synthesize results across the function for executive leadership and drive corrective action where targets are not met. Champion a culture of performance, accountability, and inclusion across EAI's diverse business entities; model these expectations through how the HR functionoperates. Serve as the senior decision-maker and escalation point on complex or high-stakes matters across any HR domain — including employee relations, compensation, compliance, and international HR; partner with General Counsel as needed on legal matters and investigations. HR Function & Leadership Lead and develop four functional HR leaders; define clear scope,accountabilities, and support for execution. Set performance standards and development expectations; hold leaders accountable for outcomes while providing coaching and direction. Establish governance and escalation frameworks that enable autonomy whilemaintainingenterprise consistency; act as final decision-maker on cross-functional matters. Approve functional strategies across HR disciplines; ensure alignment with enterprise priorities and consistency across subsidiaries. Represent HR at the executive level; communicate workforce data, program performance, and people risk to the President and leadership team. Own enterprise total rewards strategy (base pay, incentives, benefits, 401k); Total Rewards team manages execution. Own enterprise learning and development strategy (onboarding, training, leadership development, LMS); L&D team manages execution. Define the enterprise HR operating framework across all subsidiaries, with flexibility for local execution. Own enterprise organizational health; functional teams drive execution, with oversight on trends, risks, and strategic response. Champion a culture of performance, accountability, and inclusion across all entities. Serve asescalationpoint for complex employee relations matters; partner with Legal on resolution. Own HR technology strategy (HRIS, ATS, LMS); functional teams manage administration and data. Approve HR policies and documentation; ensure scalability and compliance across all entities.
QUALIFICATIONS
Experience:
12+ years of progressive HR experience, with at least 4 years leading a multi-functional HR team in a multi-site or multi-entity environment. Proventrack recordof operating as a strategic business partner to executive leadership withdemonstratedimpact on business outcomes and organizational strategy. Experience building or scaling an HR function; comfortable operating in environments where infrastructure is still being developed. Broad working knowledge of HR disciplines including compensation, benefits, employee relations, and talent management. Working knowledge of multi-state employment law; international HR exposure. Strong ability to lead through functional managers rather than owning day-to-day execution directly. SHRM-SCP, SPHR, or equivalent certification preferred.
