Senior Director of Human Resources

Location: Hopkins, MN
Work Arrangement: Hybrid, 4 days per week onsite in Hopkins, MN
Schedule: Regular business hours, Monday-Friday
Employment Type: Direct Hire
Compensation: $190,000-$200,000 annually, depending on experience

Qualified candidates should have extensive knowledge into employment law, having direct communication and expereince working with a companies general counsel, is comfortable and experienced in employee relations, and previous experience leading a Talent Acquisition team.

Position Overview

Beacon Hill’s client is seeking an experienced and strategic Senior Director of Human Resources to serve as a key HR leader and trusted partner to senior executives. This individual will help shape enterprise people strategy while strengthening employee relations, leadership capability, talent development, workforce planning, and organizational effectiveness.

This role is well suited for a senior HR professional who is comfortable navigating complex employee and organizational matters, influencing executive-level decisions, and building people strategies that support both the employee experience and broader business objectives.

The Senior Director of HR will provide leadership across employee relations, workplace investigations, talent strategy, organizational design, leadership development, change management, and HR governance. This individual will also help guide enterprise HR initiatives designed to improve engagement, retention, organizational capability, and long-term business performance.

Key Responsibilities

Employee Relations, Investigations & HR Governance

• Serve as a senior-level resource for employee relations, workplace investigations, employment practices, and HR compliance matters.
• Advise leaders on complex employee concerns, performance management situations, conflict resolution, and appropriate corrective actions.
• Work closely with Legal and other internal partners to navigate sensitive employment matters and minimize organizational risk.
• Analyze patterns and underlying causes of employee relations challenges and develop proactive solutions to prevent recurring issues.
• Promote consistent HR policies, practices, and governance standards across the organization.

Enterprise HR Strategy & Transformation

• Lead strategic HR programs focused on strengthening employee engagement, retention, workforce readiness, and organizational effectiveness.
• Identify opportunities to enhance HR processes, service delivery, governance, and overall operational effectiveness.
• Partner with business leaders to ensure the organization’s people and culture principles are reflected throughout the employee lifecycle.
• Support HR innovation, including the adoption of AI-enabled solutions that can enhance productivity, workforce insights, employee experiences, and business outcomes.

Leadership Development & Organizational Effectiveness

• Provide strategic direction for learning and development, succession planning, workforce development, and leadership effectiveness initiatives.
• Assess organizational skill and capability needs and develop targeted programs to close identified gaps.
• Partner with leadership to strengthen internal talent pipelines and improve succession readiness.
• Promote an environment centered on continuous learning, professional development, and career growth.
• Lead workforce planning activities to ensure talent strategies align with both current priorities and future organizational needs.

Strategic HR Business Partnership

• Partner with senior executives to develop workforce and people strategies that align with organizational goals and growth objectives.
• Guide talent management, organizational design, succession planning, and change management initiatives.
• Develop strategies that strengthen employee engagement, retention, performance, and organizational effectiveness across business functions.
• Collaborate with HR leadership throughout the organization to drive consistent execution of enterprise-wide HR priorities.
• Monitor evolving workforce needs and trends while developing proactive solutions to support the business.

Talent Strategy

• Provide strategic leadership and oversight for enterprise talent acquisition initiatives.
• Partner with recruiting leadership to strengthen workforce planning, candidate pipelines, and talent acquisition strategies.
• Support executive-level hiring, leadership succession, and development of future organizational talent.
• Evaluate recruiting practices and identify opportunities to improve hiring effectiveness and candidate attraction.

Senior Leadership

• Build strong working relationships with executive leadership and key stakeholders throughout the organization.
• Provide strategic HR counsel and data-informed recommendations that support organizational decision-making.
• Mentor and develop future HR leaders while fostering collaboration across HR Centers of Excellence and Shared Services.
• Provide people leadership during organizational transformations, integrations, restructuring, and business growth initiatives.
• Champion a collaborative, high-performing culture focused on developing and retaining strong teams.

What Success Looks Like

The successful candidate will help:

• Strengthen employee engagement, retention, and leadership effectiveness.
• Establish scalable and consistent HR practices that support continued business growth.
• Mitigate organizational risk through strong employee relations, investigation, and compliance practices.
• Strengthen workforce capability through leadership development and succession planning.
• Improve talent attraction, retention, and overall organizational performance.
• Serve as a credible and influential HR partner to executive leadership.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 10+ years of progressive HR leadership experience.
• Strong background in employee relations, workplace investigations, and employment practices.
• Comprehensive knowledge of federal, state, and local employment laws and regulations.
• Experience supporting both corporate teams and multi-site operations.
• Demonstrated ability to advise, influence, and coach senior leaders within complex organizations.
• Experience leading organizational design, workforce planning, and change management initiatives.
• Strong business acumen with proven analytical, problem-solving, and decision-making capabilities.
• Excellent leadership, communication, relationship-building, and interpersonal skills.
• Ability to travel based on business needs.

Preferred Qualifications

• Master’s degree in Human Resources, Business Administration, or a related discipline.
• SHRM-SCP, SPHR, or comparable HR certification.
• Previous experience within food manufacturing, consumer packaged goods, industrial, or similar operational environments.
• Experience supporting mergers and acquisitions, integrations, restructuring, or other large-scale organizational transformations.