The Sr. Director, Human Resources - Forged Products is the senior HR business partner to the President of Forged Products (FP) and a critical member of the FP Senior Leadership Team. Forged Products is a multi-site, unionized manufacturing business with approximately 1,700 employees across seven sites and three countries, supported by world-class forging, thermomechanical processing and advanced manufacturing capabilities. This leader will shape and execute the people strategy required to deliver safe, reliable, high-quality performance and profitable growth. The role provides enterprise-minded HR leadership across organizational effectiveness, labor and employee relations, talent acquisition, workforce planning, leadership development, succession, performance management, employee engagement and change leadership. The position reports to the President, Forged Products; is matrixed to the SVP and Chief Human Resources Officer; and serves on the ATI HR Leadership Team. The role leads a team of approximately 10 HR professionals, including HR business partners, labor relations and talent development specialists. IMMEDIATE PRIORITIES • Build a trusted, visible HR partnership with the President and FP leadership team, grounded in the realities of a 24/7, multi-site manufacturing environment. • Establish a clear workforce and talent agenda aligned to business strategy, operating performance, labor requirements, critical skills and future capability needs. • Strengthen leadership effectiveness, accountability and employee experience across a geographically dispersed and highly matrixed organization. • Assess and advance labor and employee relations strategies, including constructive union partnerships, contract administration, negotiations and risk mitigation. • Lead HR support for organizational change, operational excellence and continuous improvement initiatives while maintaining focus on safety, quality and customer commitments. LONGER-TERM MANDATE • Develop a high-performing FP organization with strong leadership depth, succession readiness and a differentiated employee value proposition for critical manufacturing talent. • Embed a consistent, data-informed approach to workforce planning, talent reviews, performance management, development and engagement across FP sites. • Advance a culture of accountability, teamwork and respect that reflects ATI's values and supports disciplined execution, innovation, safety and sustainability. • Increase the value and effectiveness of the FP HR team through clear priorities, strong operating discipline, capability development and partnership with ATI Centers of Expertise. Strategic HR Partnership and Organization Effectiveness. Advise the President and FP leadership team on organization design, workforce strategy, leadership effectiveness, culture, performance and the people implications of business decisions. Translate business priorities into practical HR plans and measurable outcomes. Labor and Employee Relations. Lead labor and employee relations strategy across FP, including union relationships, contract interpretation and administration, negotiations, grievance management, investigations, policy application and proactive risk mitigation. Partner with leaders and legal resources to promote fair, consistent and legally compliant practices. Talent, Workforce Planning and Capability. Direct integrated workforce plans that address staffing, critical skills, recruiting, retention, development, career pathways, succession, talent reviews and workforce analytics. Build pipelines for skilled manufacturing, technical and leadership roles in partnership with Talent Acquisition and relevant Centers of Expertise. Leadership, Culture and Change. Coach and develop senior leaders and site leadership teams. Lead change-management strategies for incremental and transformational change, and strengthen employee engagement, communication, inclusion, accountability and trust across sites and shifts. HR Team Leadership and Operating Excellence. Lead, organize and develop the FP HR team; establish clear expectations, priorities and measures; and ensure consistent, high-quality delivery of core HR processes. Leverage ATI Centers of Expertise while maintaining strong local partnership and execution. Enterprise Partnership and Continuous Improvement. Contribute to ATI-wide HR priorities and the HR Leadership Team. Benchmark external practices, use data and technology to improve decision-making, and identify scalable solutions that strengthen ATI's ability to attract, develop and retain talent. Presence and Travel. Maintain a regular presence at FP facilities and with employees, leaders and union representatives. Travel domestically and internationally, as needed, expected to be approximately 25% or less. CANDIDATE PROFILE The successful candidate is a strategic, hands-on HR leader who is equally credible on the shop floor, in a labor meeting and in the executive boardroom. This person combines sound judgment, business acumen and practical execution with the ability to build trust, lead through influence and deliver results in a complex, decentralized and highly matrixed manufacturing environment. • Bachelor's degree in Human Resources, Labor or Employee Relations, Business, Organizational Development or a related discipline. • 12+ years of progressive HR experience, including significant HR business partnership and people-leadership experience in complex manufacturing, industrial, aerospace, defense or similarly regulated environments. • Demonstrated experience leading HR for a multi-site, unionized organization, including labor strategy, negotiations, contract administration and employee relations. • Experience serving as a trusted advisor and influential member of a senior leadership team, with the judgment and executive presence to challenge constructively and drive accountability. • Proven success leading organizational change, culture transformation, leadership development, succession planning, workforce planning and performance improvement. • Strong understanding of employment law, HR policy, compensation practices, talent management and risk management, with the ability to partner effectively with Legal and HR Centers of Expertise. • Strong analytical, strategic-thinking and problem-solving skills, including the ability to translate workforce data into clear decisions and actions. • Exceptional communication, presentation, coaching and relationship-building skills, with demonstrated ability to lead across boundaries and influence without direct authority. • Ability to balance strategic thinking with disciplined execution, move with urgency and operate effectively in a fast-paced environment. • Willingness and ability to travel regularly across FP sites and work in manufacturing facilities, including occasional nontraditional hours when business needs required Preferred Experience: Graduate degree in Human Resources, Labor Relations, Business or Organizational Development; experience in aerospace and defense or another highly regulated industry; international or Works Council experience; HR Center of Expertise experience; and experience with HR analytics, workforce technology or operational excellence systems. LEADERSHIP COMPETENCIES • Enterprise and business acumen - connects people strategy to safety, quality, delivery, cost, growth and customer value. • Credibility and influence - builds trust with employees, union partners, site leaders, executives and enterprise stakeholders. • Accountability and execution - establishes clear expectations, follows through and delivers measurable results. • Change leadership - creates alignment, communicates with clarity and helps leaders and employees navigate change. • Talent and team leadership - develops people, build capability and create a strong, inclusive HR team culture. • Integrity, innovation, safety and respect - models ATI's values in decisions, relationships and daily leadership. SUCCESS MEASURES • FP has a clear, measurable people strategy aligned with business priorities and operational plans. • Leadership bench strength, succession readiness, critical-skill pipelines and workforce-plan execution improve year over year. • Labor and employee relations are proactive, constructive and well-managed, with reduced avoidable risk and stronger leader capability. • Employees experience stronger leadership, communication, development opportunities, accountability and trust across sites. • The FP HR team operates with clear priorities, strong partnership, consistent execution and measurable value for the business.