HR Director

At Delta Faucet we are committed to transforming everyday experiences with water through innovative products and exceptional service. As a leader in the plumbing industry we take pride in our dedication to quality sustainability and customer satisfaction. We believe that diverse perspectives strengthen our mission to create solutions that inspire and elevate the lives of all our customers. We welcome individuals from all backgrounds to join us on this journey toward inclusivity and excellence.

Your Role at Delta Faucet:

Delta Faucet Company is seeking a Director HR Business Partnership HR to provide strategic HR leadership for an assigned functional group and advance key organizational priorities across the business. The Director will also coordinate business-unit execution of enterprise talent and succession processes ensuring that leadership decisions successor development and organizational actions are implemented consistently across functions manufacturing facilities and distribution centers. This role applies and activates enterprise frameworks within the business unit and partners closely with Corporate HR Centers of Expertise.

This is a hybrid role in our Carmel Indiana headquarters.

Key Responsibilities:

HR Business Partnership

• Serve as the primary HR Business Partner for an assigned functional group.
• Develop a strong understanding of the functions strategy operations organizational structure talent and capability requirements.
• Advise the functional leader and leadership team on organizational effectiveness leadership performance talent and employee matters.
• Translate business priorities into integrated people organization and capability plans.
• Coach leaders on team effectiveness performance management employee development and organizational change.
• Lead function-specific talent succession and organizational discussions.
• Coordinate support from Employee Relations Compensation Benefits Talent Acquisition and other specialized HR resources.
• Identify and escalate significant employee organizational succession or retention risks.
• Ensure leaders execute agreed-upon people development and organizational actions.

Organizational Effectiveness and Change

• Design and facilitate interventions that improve organizational structure role clarity decision effectiveness cross-functional collaboration and leadership-team performance.
• Evaluate whether organizational changes are producing the intended business and workforce outcomes.
• Assess stakeholder impact organizational readiness leadership alignment change risks and adoption barriers.
• Partner with leaders HR Business Partners and communications resources to develop practical change and engagement plans.
• Equip leaders and managers to communicate change address resistance and reinforce new expectations and ways of working.
• Establish adoption measures and monitor whether changes are implemented and sustained.

Organization Design

• Facilitate senior-leadership discussions to clarify design criteria evaluate alternatives and align on recommendations.
• Support organization design by clarifying capabilities roles accountabilities spans layers governance and decision rights.
• Partner with Corporate HR Centers of Expertise Compensation and Legal to ensure proposed designs align with enterprise principles job architecture and approval requirements.

Leadership Succession and Capability

• Facilitate talent calibration across functions manufacturing facilities and distribution centers.
• Build an integrated view of successor readiness retention risks capability gaps and internal mobility opportunities.
• Ensure talent and succession discussions result in specific measurable actions.
• Track development and succession commitments and reinforce leadership accountability for progress.
• Support meaningful development plans for successors high-potential employees and leaders in critical roles.
• Facilitate leadership-team effectiveness sessions talent discussions and capability workshops.

Talent COE Integration

• Lead change-management activities for significant business-unit initiatives including organization redesign operating-model changes acquisitions integrations technology implementations and capability transformations.
• Lead organizational diagnosis and design for significant business-unit cross-functional and multisite initiatives.
• Coordinate business-unit execution of enterprise talent-review and succession-planning processes.
• Partner with HR Business Partners and leaders to identify critical roles succession risks leadership gaps high-potential employees and development priorities.
• Connect business-unit needs with available enterprise development programs assessment resources and career opportunities.
• Manages a team of three professionals responsible for learning & development talent practices and talent acquisition

Required Qualifications:

• Bachelors degree in Human Resources Organizational Development Business Psychology or a related field.
• Significant progressive experience in Human Resources including experience serving as an HR Business Partner or providing broad-based HR consultation to senior business leaders.
• Demonstrated experience supporting organization design organizational effectiveness and significant organizational change.
• Experience facilitating talent reviews succession planning leadership development or related people processes.
• Strong understanding of business operations and the ability to connect people and organization decisions to business performance.
• Experience working within a matrixed organization and influencing leaders without direct authority.
• Strong consultation facilitation diagnosis and executive-communication skills.

Preferred Qualifications:

• Experience supporting a nationally dispersed manufacturing distribution or operations-intensive organization.
• Experience with acquisitions integrations operating-model transformation or large-scale organizational change.
• Formal training or certification in change management organizational development assessment or facilitation.

Why Join Us

At Delta Faucet Company our people are our greatest assets. We value different perspectives and fostering an inclusive environment. Youll have the opportunity to shape the future of our brand working alongside passionate professionals committed to excellence and innovation. Join us to lead progressive growth and make a significant impact within a leading organization.

Here are some of the benefits we offer for your personal and professional growth:

• Culture:Recognized and award-winning reputation for equality diversity and inclusion flexibility work-life balance and more.
• Wellbeing:Comprehensive benefit plans; retirement savings tuition reimbursement and employee incentive programs; resources for mental physical and financial wellbeing.
• Learning & Development:LinkedIn Learning access; internal opportunities to work on projects cross-company.
• Social Impact:Four employee-led and self-directed Business Resource Groups; Paid volunteer day annually; Employees share their time skills and talent with charities and nonprofit organizations across the U.S. and around the globe.

Delta Faucet Company (the Company) is an equal opportunity employer and we strive to employ the most qualified individuals for every position. The Company makes employment decisions only based on merit. It is the Companys policy to prohibit discrimination in any employment opportunity (including but not limited to recruitment employment promotion salary increases benefits termination and all other terms and conditions of employment) based on race color sex sexual orientation gender gender identity gender expression genetic information pregnancy religious creed national origin ancestry age physical/mental disability medical condition marital/domestic partner status military and veteran status height weight or any other such characteristic protected by federal state or local law. The Company is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all people involved in the operations of the Company regardless of where the employee is located and prohibits unlawful discrimination by any employee of the Company.

Delta Faucet Company is an E-Verify employer. E-Verify is an Internet based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA) that allows participating employers to electronically verify the employment eligibility of their newly hired employees in the United States. Please click on the following links for more information.

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