Human Resources Director

Job Description

Job Title: Human Resources Director
Location: Ankeny, Iowa
Full Time, Salaried

Role Definition
The Human Resources Director serves as a strategic people leader and trusted business partner to the executive team. This role shapes and executes people strategies that support organizational performance, culture, workforce capability, and long-term growth. To effectively partner with the business, the HR Director develops and applies a strong understanding of Keen’s business model, financial drivers, project operations, and strategic priorities when shaping people decisions and advising leaders. The HR Director leads core HR functions including talent strategy, leadership development, workforce planning, employee engagement, performance management, compensation and benefits, and HR innovation, while using data, collaboration, and business insight to guide decisions. As a senior advisor, this role helps align people priorities with business objectives, strengthens organizational effectiveness, and champions a workplace where employees and leaders are equipped to succeed.
PROTECT PEOPLE
· Safety comes first in everything I do
· I protect our seat at the table by doing my best work
· I develop myself and others
· I put the needs of the Company and others above my own
· I represent myself and the Company professionally at all times

BUILD RELATIONSHIPS
· I respect people
· I have a positive attitude
· I collaborate and build healthy external relationships
· I collaborate and build healthy internal relationships
· I engage in healthy conflict
· I act with honesty, integrity, and ethics
· I avoid dramatic and toxic behavior

FOCUS ON END GOALS
· I focus my efforts on providing value-added work to the customer; “work in the business”
· I start with the end in mind
· I honor our process
· I act with the greater good of the company and the team in mind
· I embrace the EOS process and take the appropriate amount of time to "work on the business"
· I respect Company resources

DRIVE INNOVATION
· I offer 2 Second Lean improvements
· I act with a continuous improvement mindset; low tech or high tech
· I think differently to create value and solve problems

LEAD | MANAGE | ACCOUNTABILITY
• Set HR department goals and align resources accordingly. Lead the HR function and team, ensuring effective collaboration, accountability and team development.
• Serve as a trusted advisor to the executive team, coaching leaders and strengthening management effectiveness. Provide insights on HR strategy, risk management, and organizational development.
• Lead the creation and review of HR policies, ensuring they comply with legal standards and align with company objectives.
• Oversee HR audits and collaborate with legal advisors on high-level compliance issues.
• Proactively address potential HR-related risks by anticipating and mitigating issues in employee relations, benefits, and workplace safety.
• Use metrics and analytics to track HR effectiveness, inform the executive team on talent needs, and guide strategic initiatives to improve retention and engagement.
• Evaluate HR practices and HR resources needs, identifying opportunities to better align with business goals and improve scalability, efficiency, and innovation.
• Partner with IT and HR teams to assess and implement HR technologies that enhance employee experience, data management, and reporting capabilities.

TALENT MANAGEMENT
• Design and drive the talent strategy, including performance management, talent development, talent acquisition, succession management, and career architecture. Utilize People Analyzer for assessing talent.
• Design and lead a company-wide talent development program that supports individual career paths and leadership training, ensuring readiness for future company needs.
• Oversee the alignment of Keen University programs with organizational goals, ensuring employees have access to relevant training and growth opportunities.
• Serve as an active member of Keen University, co-creating training programs to support career progression and skill enhancement for employees. Includes leadership programs and succession planning to support company growth.
• Partner with leadership to ensure success of Road to Mastery apprenticeship program.
• Regularly assess the impact of development programs, gathering feedback to refine training initiatives, and foster an environment of continuous learning.

WORKFORCE PLANNING
• Lead workforce planning efforts, oversee recruitment strategy, succession planning, and long-term staffing needs to support company growth.
• Partner with leadership to implement organizational design and change management initiatives, improving cross-functional effectiveness.
• Partner with leadership to forecast talent needs, utilizing leading indicators.
• Own the Accountability Chart, with clear language and regular updates.
• Ensure that the right talent is in the right seats at the right time to align with business objectives and to drive growth.

COMPENSATION & BENEFITS
• Develop competitive total rewards programs that attract, retain, and reward talent in alignment with company financial goals. Utilize market benchmarking to build and maintain salary structures, internal equity, and financial stability.
• Establish and communicate a robust compensation philosophy.
• Ensure that performance management is aligned with total rewards strategy.
• Develop and drive ESOP planning, administration, education and communication as a core benefit.

EMPLOYEE ENGAGEMENT
• Guide the development and sustainability of employee experience and engagement strategy, aligning with company values and ESOP, to foster a supportive, productive, and ownership-minded culture.
• Analyze HR metrics and employee feedback to inform the executive team on retention, engagement, and talent needs, contributing to data-driven decision-making.
• Develop and drive strategies to foster innovation and support company values.