POSITION SUMMARYThe Director, HR Business Partner (HRBP) serves as the strategic HR leader supporting all Operations and Quality functions, representing a combined workforce of approximately 700 employees, including 450 union associates and 250 salaried professionals. This role partners closely with senior leadership to drive a high-performance culture, ensure organizational readiness, and implement human capital strategies that align with business objectives in a regulated manufacturing environment.
ESSENTIAL FUNCTIONS AND BASIC DUTIESStrategic HR Leadership:Partner with the SVP of Operations & Quality and site leadership to develop and execute people strategies that strengthen engagement, retention, succession planning, and workforce capability.
Team Leadership & Development:Lead, coach, and develop a three-person HR team (Manager, Generalist, and Temp Admin) to deliver proactive, high-quality HR support and consistent service across Operations and Quality.
Employee & Labor Relations:Manage complex employee relations matters, investigations, and grievance processes, ensuring compliance with the collective bargaining agreement, employment laws, and company policy. Advises Operations leadership on contract provisions, dispute resolution, and compliance with company policies and labor law.
Organizational Effectiveness:Support organizational design and process improvement efforts to optimize productivity and employee engagement. Lead change management initiatives that align with evolving business needs.
Talent Management & Workforce Planning:Collaborate with business leaders to identify capability gaps, implement succession planning, and drive leadership development initiatives that strengthen bench strength and readiness for future growth.
Policy, Compliance & HR Operations:Oversee HR policy development and implementation, ensuring compliance with federal, state, and local employment laws (EEO, FMLA, FLSA, ADA, etc.).
Compensation & Performance Management:Partner with Corporate HR and Total Rewards to support annual performance management and compensation planning cycles, ensuring pay equity and alignment with company goals.
Recruitment & Onboarding:Partner with Talent Acquisition to ensure effective hiring, selection, and onboarding strategies for both union and salaried positions, promoting retention and long-term success.
PERFORMANCE MEASUREMENTS- Demonstrates measurable impact on retention, engagement, and workforce planning goals.
- Ensures consistent, compliant, and timely resolution of employee relations and CBA matters.
- Builds leadership capability and succession depth across assigned client groups.
- Serves as a trusted, solutions-oriented partner to senior leaders and teams.
- Develops and empowers HR staff to deliver high-quality, efficient service.
- Uses HR metrics and insights to drive continuous improvement and business results.
QUALIFICATIONSEDUCATION/EXPERIENCE- Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred.
- Minimum of 10-15 years of progressive HR experience, including at least 5 years in a leadership or HRBP role supporting large, complex organizations.
- Experience in a manufacturing, healthcare, or pharmaceutical environment preferred.
- Demonstrated success partnering with senior leaders to develop and execute people strategies aligned with business objectives.
- Experience leading and developing HR teams and managing union and non-union employee populations.
REQUIRED KNOWLEDGE- Comprehensive understanding of federal, state, and local employment laws and regulations (FLSA, FMLA, ADA, NLRA, etc.).
- Strong working knowledge of collective bargaining agreements, grievance procedures, and labor relations principles.
- Familiarity with compensation structures, talent management processes, performance management systems, and employee engagement strategies.
- Proficient in HRIS platforms (UltiPro, Workday, or equivalent) and data-driven decision-making tools.
SKILLS/ABILITIES- Strategic thinker with a hands-on approach to problem-solving and execution.
- Excellent interpersonal, communication, and influencing skills with all levels of the organization.
- Ability to balance employee advocacy with sound business judgment and risk management.
- Strong analytical, organizational, and project management skills.
- Demonstrated integrity, discretion, and sound professional judgment.
WORKING CONDITIONS- Full-time, on-site office position based in Orangeburg, NY.
- Standard schedule: Monday through Friday, 8:00 a.m. to 4:30 p.m.
- Requires regular interaction across production, warehouse, and office environments.
- Occasional travel to corporate headquarters or training sites may be required.
- Frequent walking within the manufacturing facility; ability to navigate production areas while adhering to all PPE and safety protocols.
SALARY RANGE:- $160,000 - $190,000 annually
BENEFITSPDI is pleased to offer comprehensive and affordable benefits for our associates, which includes:- Medical, behavioral & prescription drug coverage
- Health Savings Account (HSA)
- Dental
- Vision
- 401(k) savings plan with company match and profit sharing
- Basic and supplemental Life and AD&D insurance
- Flexible Spending Accounts (FSAs)
- Short & long-term disability
- Employee Assistance Program (EAP)
- Health Advocacy Program
PDI also offers many voluntary benefits such as: Legal services, critical illness, hospital indemnity, accident coverage, ID theft and fraud protection, pet insurance and employee discounts.
At PDI, we are also committed to helping our associates maintain a healthy and sustainable work/life balance and are proud to provide associates with paid time off programs including: sick & safe leave, vacation, company & floating holidays, paid parental leave, and depending on the position we also offer summer hours and flex place/flex time options.
