Human Resources Director

Job Description:

The Human Resources Director – Power Systems Division serves as a strategic business partner to the Vice President & General Manager and Division Leadership Team, responsible for aligning talent strategy, organizational capability, and culture with the division’s growth objectives. In this role, you will be a critical leader in strengthening the organization’s ability to execute its strategy by developing leadership capability, building a strong talent pipeline, and ensuring the organizational structure and culture support long-term business performance.

The HR Director provides strategic leadership across all areas of human resources including organizational design, talent management and development, leadership coaching, employee engagement, and compensation strategy. This role supports approximately 240 employees, including manufacturing, commercial, and functional teams, and leads one HR Generalist.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Alignment

• Actively partners with business leadership in strategy development including the Long Range Plan (LRP), Annual Plan (AP), and operational planning.
• Develops a deep understanding of the division’s business, markets, and customers to provide strategic HR guidance to the VPGM and Division Leadership Team.
• Identifies organizational capability implications related to business strategy and develops HR strategies that support long-term business growth.
• Leads change management initiatives to ensure successful implementation of strategic priorities and organizational changes

Talent Management & Development

• Drives a strong culture of talent management and leadership development to deepen the division’s talent pipeline and support enterprise talent needs.
• Partners with the Division Leadership Team to assess organizational capability gaps and build capabilities in areas such as Strategic Marketing and Customer Back Innovation (CBI).
• Coaches division leaders and managers to strengthen leadership effectiveness and develop future leadership pipelines.
• Facilitates talent reviews, succession planning, and performance management processes to ensure the organization has strong leadership bench strength.

Talent Acquisition

• Develops and executes proactive workforce planning strategies to ensure the division has the talent required to meet current and future business needs.
• Partners with leadership teams to attract, evaluate, select, and onboard top talent.
• Ensures diverse candidate pipelines and promotes inclusive hiring practices that support ITW’s commitment to diversity and inclusion.
• Supports campus-wide recruiting strategies and talent initiatives where appropriate

Organizational Design & Effectiveness

• Partners with the VPGM and leadership team to evaluate and optimize organizational structure using ITW’s Front-to-Back (FTB) framework.
• Identifies organizational needs and capability gaps and develops strategies to improve team effectiveness and organizational performance.
• Advises leadership on organizational design, role clarity, and structural alignment needed to achieve strategic objectives.
• Develops actionable HR strategies and tactical plans that support divisional growth and operational excellence.

Culture & Employee Experience

• Champions a positive and inclusive culture grounded in ITW core values: Trust, Respect, Integrity, Shared Risk, and Simplicity.
• Continues momentum with the Power Systems Division employee experience and culture journey, ensuring alignment between strategy and employee engagement outcomes.
• Models clear and transparent communication and reinforces a culture of accountability, collaboration, and psychological safety.
• Advises leaders on employee relations matters and proactively identifies trends or issues that may impact engagement or performance.

Compensation & Benefits

• Manages exempt compensation programs within the ITW and ITW Welding framework.
• Partners with leadership on compensation planning, annual bonus programs, and reward and recognition initiatives.
• Ensures effective communication and administration of compensation and benefits programs.

What you need to be successful in this role:

• Demonstrated ability to serve as a trusted strategic business partner and influence leaders across the organization.
• Ability to manage confidential information with discretion and integrity.
• Strong analytical and problem-solving skills with the ability to evaluate options and recommend solutions that balance business objectives with employee needs.
• Ability to work independently, manage multiple priorities, and adapt in a fast-paced environment.
• Strong written and verbal communication skills with the ability to build relationships at all levels of the organization.

MINIMUM QUALIFICATIONS

• Bachelor’s degree in Human Resources or a related field required; MBA, master’s degree, or HR certification preferred.
• Minimum 7 years of progressive HR leadership experience.
• Experience across multiple HR disciplines including recruiting, compensation and benefits administration, employee relations, organizational development, and leadership coaching.
• Proven experience leading talent management, succession planning, and leadership development initiatives.
• Willingness to travel

ITW is an equal opportunity employer. We value our colleagues’ unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential. 

As an equal employment opportunity employer, ITW is committed to equal employment opportunity and fair treatment for employees, beginning with the hiring process and continuing through all aspects of the employment relationship. 

All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected Veteran status or any other characteristic protected by applicable federal, state, or local laws.