Human Resource Director

Human Resource Director

Job Description: Leads the human resources function for assigned business units and provides comprehensive Human Resources Business Partner support to business unit leadership. Provides a broad range of human resources services to the assigned leadership team, proactively translating business needs into HR solutions that best meet business objectives. Proactively addresses human capital needs, develops strategic talent and workforce plans, and advises on organizational development needs. Leads a staff of HR professionals responsible for the business unit’s HR operations and functions.

The anticipated salary range for this position is $160,000 - 175,000 annually plus 20% AIP eligibility. The actual compensation offered may vary based on job related factors such as experience, skills, education and location. The ideal candidate will reside in the east coast of the US.

Shape the Future at Owens & Minor

As Owens & Minor enters a new chapter marked by new ownership, an energized executive leadership team, and a clear vision for growth and transformation, we are building the capabilities, culture, and operating discipline that will position us for long-term success.

As Director, HR Strategy & Enablement, you will have the opportunity to shape the future of our HR organization and influence meaningful business outcomes. Partnering closely with the CHRO, HR Leadership Team, and business leaders, you will play a critical role in driving strategic priorities, strengthening organizational effectiveness, and advancing a culture of excellence and continuous improvement.

We are creating an environment where talented people can do their best work, make their mark, and have a meaningful impact. Our culture is grounded in mutual respect, authentic relationships, and a shared commitment to helping one another succeed. Together, we are united by a genuine desire to elevate our performance, realize our potential, and achieve great things for our customers, our colleagues, and our business.

If you are energized by transformation and inspired by the opportunity to build, improve, and lead, you will find an organization where your contributions matter, your voice is valued, and your work will help bring our purpose to life: Life Takes Care®.

Core Responsibilities:

Strategic Program Leadership & Initiative Delivery

• Lead the planning, coordination, execution, and monitoring of HR strategic initiatives aligned to annual and multi-year business objectives.
• Establish project management standards, methodologies, governance structures, and reporting processes that drive consistency and accountability across HR.
• Provide oversight of a portfolio of strategic HR initiatives, ensuring appropriate prioritization, sequencing, resource allocation, and risk management.
• Drive successful execution of complex, cross-functional projects through disciplined project management practices.
• Monitor progress against milestones, deliverables, budgets, and success metrics while proactively identifying dependencies, barriers, and risks.
• Facilitate issue resolution and decision-making to maintain momentum and ensure achievement of intended outcomes.
• Develop and deliver executive and Board-ready presentations, strategic updates, dashboards, and communications that synthesize complex business, workforce, and operational information into compelling insights, recommendations, and narratives that drive decision-making, alignment, and action.
• Partner with the HR Leadership Team to proactively assess impacts and develop integrated change management strategies that strengthen organizational alignment, drive adoption, and enable successful delivery of strategic priorities.
• Promote project management excellence and strengthen project leadership capabilities across the HR organization.
• Ensure strategic initiatives are delivered on time, within scope, and within budget.

Financial Stewardship & Resource Management

• Support the planning, allocation, and management of budgets and resources associated with HR strategic initiatives, ensuring effective investment decisions, and alignment with organizational priorities while identifying opportunities to optimize costs and maximize value.
• Monitor expenditures associated with strategic programs and initiatives to ensure effective utilization of resources.
• Provide visibility into initiative-related costs, resource allocation, and budget performance.
• Support business cases and investment recommendations related to key HR programs, technology, and transformation initiatives.

Cross-Functional Partnership, Integration & Relationship Management

• Serve as a highly collaborative partner across HR and the broader organization to ensure alignment around strategic priorities and shared objectives.
• Build trusted relationships with senior leaders, business partners, Centers of Excellence, and functional stakeholders.
• Act as an integrator, bringing together perspectives, teams, and initiatives to drive organizational alignment and collective success.
• Foster transparency and communication across stakeholders to ensure awareness, coordination, and effective decision- making.
• Facilitate collaboration across multiple functions to manage interdependencies and support execution of enterprise-wide priorities.
• Create forums, mechanisms, and processes that promote connectedness and information sharing across HR and partner functions.
• Develop a reputation as a trusted advisor and relationship builder capable of bringing teams together to solve complex organizational challenges.

HR Enablement & Continuous Improvement

• Champion a culture of excellence, accountability, and continuous improvement throughout the HR function.
• Lead efforts to evaluate and enhance the effectiveness, efficiency, and sustainability of HR processes, programs, and operating practices.
• Identify opportunities to improve service delivery, simplify workflows, enhance collaboration, and reduce complexity.
• Synthesize data, insights, and strategic recommendations into executive-ready materials that effectively communicate business impact, progress against goals, and future opportunities.
• Leverage metrics, stakeholder feedback, lessons learned, and performance data to drive ongoing improvement.
• Introduce best practices that strengthen organizational effectiveness, project execution, and operational performance.
• Partner across HR to identify scalable solutions that elevate productivity, quality, employee experience, and business impact.