The Senior Director of Human Resources is EAI's top people leader, responsible for setting HR strategy across the enterprise and its subsidiaries - EG4 Electronics, OutBack Power, Signature Solar, Solar76, Sun Atlas Power, and EA365 Financial. This role leads a team of functional leaders who own day-to-day execution across talent acquisition, talent management and employee relations, total rewards and HR systems, and learning and development. The Senior Director is accountable for enterprise-wide alignment, organizational health, and building an HR function capable of supporting a growing, multi-site, and internationally expanding business. This position reports directly to the corporate President of Energy Access Innovations and serves as a key member of the EAI leadership team.
- CORE RESPONSIBILITIES
People Strategy & Executive Leadership
- Develop and own the enterprise HR strategy, ensuringpeoplepriorities are integrated with EAI's businessobjectivesand growth plans across all subsidiaries.
- Serve as the senior HR advisor to the President and subsidiary leadership on organizational design, workforce strategy, people risk, and enterprise-wide HR priorities; engage directly on complex or high-stakes matters.
- Translate business strategy into enterprise HR investment decisions, functional roadmaps, and capability priorities; ensure the HR function is organized and resourced to deliver against both near-term needs and long-term growth plans.
- Set the enterprise framework for HR standards, policies, and operating practices across all EAI subsidiaries and locations; approve the policy and documentation framework and hold final accountability for enterprise HR compliance across all operating states,jurisdictions, and global entities.
- Define enterprise HR KPIs; synthesize results across the function for executive leadership and drive corrective action where targets are not met.
- Champion a culture of performance, accountability, and inclusion across EAI's diverse business entities; model these expectations through how the HR functionoperates.
- Serve as the senior decision-maker and escalation point on complex or high-stakes matters across any HR domain - including employee relations, compensation, compliance, and international HR; partner with General Counsel as needed on legal matters and investigations.
HR Function & Leadership
- Lead and develop four functional HR leaders; define clear scope,accountabilities, and support for execution.
- Set performance standards and development expectations; hold leaders accountable for outcomes while providing coaching and direction.
- Establish governance and escalation frameworks that enable autonomy whilemaintainingenterprise consistency; act as final decision-maker on cross-functional matters.
- Approve functional strategies across HR disciplines; ensure alignment with enterprise priorities and consistency across subsidiaries.
- Represent HR at the executive level; communicate workforce data, program performance, and people risk to the President and leadership team.
- Own enterprise total rewards strategy (base pay, incentives, benefits, 401k); Total Rewards team manages execution.
- Own enterprise learning and development strategy (onboarding, training, leadership development, LMS); L&D team manages execution.
- Define the enterprise HR operating framework across all subsidiaries, with flexibility for local execution.
- Own enterprise organizational health; functional teams drive execution, with oversight on trends, risks, and strategic response.
- Champion a culture of performance, accountability, and inclusion across all entities.
- Serve asescalationpoint for complex employee relations matters; partner with Legal on resolution.
- Own HR technology strategy (HRIS, ATS, LMS); functional teams manage administration and data.
- Approve HR policies and documentation; ensure scalability and compliance across all entities.
QUALIFICATIONS
Experience:
- 12+ years of progressive HR experience, with at least 4 years leading a multi-functional HR team in a multi-site or multi-entity environment.
- Proventrack recordof operating as a strategic business partner to executive leadership withdemonstratedimpact on business outcomes and organizational strategy.
- Experience building or scaling an HR function; comfortable operating in environments where infrastructure is still being developed.
- Broad working knowledge of HR disciplines including compensation, benefits, employee relations, and talent management.
- Working knowledge of multi-state employment law; international HR exposure.
- Strong ability to lead through functional managers rather than owning day-to-day execution directly.
- SHRM-SCP, SPHR, or equivalent certification preferred.
