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Job Description:

Join us as a Director of HR Operations to lead HR business partnering and people operations across our divisions.

Location Type: This position is onsite in Holland, MI

Travel Requirements: 20%. Travel may include domestic and/or international customer, supplier, and JR Automation locations.

Role Overview:  The Director of HR Operations provides leadership to a team of HR Managers and HR Partners while partnering closely with HR Centers of Excellence (COEs) to deliver consistent, high-quality HR services across the organization. This position plays a critical role in shaping culture, developing leaders, managing organizational change, and ensuring compliance with employment laws and company policies.

How You’ll Make an Impact:

Strategic Business Partnership

• Serve as an HR advisor to the Chief Human Resources Officer, aligning human resources strategies with business objectives, growth initiatives, and operational priorities.

• Partner with executive and divisional leaders to provide strategic guidance on organizational design, workforce planning, leadership effectiveness, talent development, and culture initiatives.

• Support organizational transformation efforts by identifying workforce opportunities, risks, and long-term talent needs.

HR Operations Leadership

• Lead and develop a team of HR Managers and HR Partners supporting multiple divisions and functions.

• Ensure consistency in the application of HR programs, policies, and processes across the organization.

• Oversee employee relations, performance management, organizational development, and leadership support activities.

• Drive operational excellence through standardized practices, continuous improvement, and effective service delivery.

Employee Relations & Culture

• Provide oversight and direction for complex or escalated employee relations matters.

• Ensure thorough and timely investigations while maintaining compliance with company policies and employment regulations.

• Foster a positive, inclusive, and high-performing workplace culture.

• Serve as a trusted resource for employees and leaders, supporting engagement, collaboration, and organizational alignment.

COE Partnership & Change Management

• Collaborate closely with HR Centers of Excellence, including Compensation, Benefits, Talent Acquisition, Talent Development, Compliance, and HRIS.

• Lead the deployment and adoption of enterprise HR programs, initiatives, and policy changes.

• Drive effective change management strategies to support business transformation and organizational growth.

• Ensure a consistent employee experience across divisions and functions.

Performance Management

• Lead execution of the organization's performance management strategy across divisions.

• Coach HR Managers and HR Partners to effectively support leaders throughout the performance cycle.

• Reinforce accountability, talent calibration, employee development, and succession planning.

• Promote effective utilization of talent management systems and tools.

Compliance & Risk Management

• Ensure adherence to federal, state, and local employment regulations.

• Partner with the Compliance COE to maintain audit readiness, documentation standards, and policy compliance.

• Proactively identify organizational risks and implement mitigation strategies.

• Promote ethical decision-making and a culture of accountability.

HR Leadership & Coaching

• Develop and mentor a high-performing HR Operations team.

• Coach senior leaders on leadership effectiveness, change management, team development, workforce planning, and employee relations strategies.

• Build organizational capability through strong leadership partnerships and talent development initiatives.

Administrative Leadership

• Provide leadership oversight to the Administrative Services Manager and the broader administrative support function.

• Support the development of administrative team capabilities and service excellence.

• Ensure efficient, consistent, and customer-focused administrative support across the organization.

Note: This list of responsibilities is inclusive; however, it is intended to be a guideline for activities.

What You’ll Bring:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline is required.

• Minimum of 10 years’ experience in Human Resources, encompassing employee relations, talent management, organizational development, and HR operations.

• At least 3–5 years in an HR leadership capacity.

• HR certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are highly desirable.

• Comprehensive knowledge of federal, state, and local employment laws, regulations, and HR best practices.

• Significant HR leadership experience supporting senior leaders and executive teams.

• Proven ability to lead company-wide, cross-functional change initiatives and drive organizational transformation.

• Demonstrated effectiveness in matrixed organizations and collaboration across HR Centers of Excellence (COEs).

• Strong analytical, problem-solving, and decision-making skills.

• Ability to establish trusted partnerships and influence stakeholders at all levels.

• Proficient in utilizing HR technology, systems, and data to inform business and workforce decision. Workday preferred.

• Dedicated to fostering an inclusive, high-performance workplace culture.

• Experience with JR Automation or within the automation industry is strongly preferred.

Disclaimer: JR Automation requires candidates to successfully complete a 10-panel drug screen, physical examination, and background check.