PURPOSE AND SCOPE The HR Director will serve as a strategic partner to the PeopleReady business president and leadership team. This role is responsible for aligning business objectives with employees and leadership and will formulate partnerships across the HR function to deliver value-added service to management and employees. The HR Director maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. Reporting to the VP HR & Talent, the successful candidate will lead the HR team for PeopleReady and will collaboratively partner with the HR & Talent leadership team as well as other CoE leaders to implement HR programs such as compensation & benefits, performance management, leadership development and other programs. ESSENTIAL DUTIES AND RESPONSIBILITIES To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Drive, develop and execute the overall HR Strategy to address business challenges and needs based on an understanding of TrueBlue and PeopleReady Strategy. Build and maintain relationships with business Senior leadership. Collaborate with senior leaders on HR and workforce strategy to support the business operating model. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Consults with management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Collaborate with Employee Relations function to resolve complex employee relations issues. Anticipate and plan for the effects of organization change, identify risks and develop action plans to ensure the changes succeed. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Provides guidance and input on business unit restructuring, workforce planning and succession planning. Identifies training & employee development needs for business and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Ensure leadership continuity and development through succession planning and talent management processes. Assists Total Rewards in benefits activities and communication. This will include educating employees on the value of the total compensation offering, inclusive of benefits, and supporting new hire and open enrollment of benefits. Lead and develop an HR professional team providing strategic direction and focus. EDUCATION and/or EXPERIENCE Bachelor's degree (B.A.) in human resources or business administration. Minimum 10 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management and leadership development. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment preferred. KNOWLEDGE / SKILL REQUIREMENTS: The ideal candidate will demonstrate: Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solvin