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Hr Director Jobs (NOW HIRING)

HR&A Advisors

Senior Director of Operations

Manhattan, NY · On-site

$150 - $195/hr

ABOUT US HR&A Advisors, Inc. (HR&A) is an employee‑owned company advising public, private ... The Senior Director of Operations is the person who ensures that model works. This role will sit on ...

HR&A Advisors

Senior Director of Operations

Manhattan, NY · On-site

$150K - $195K/yr

ABOUT US | HR&A Advisors, Inc. (HR&A) is an employee-owned company advising public, private ... The Senior Director of Operations is the person who ensures that model works. This role will sit on ...

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Hr Director information

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$38.5K

$116.6K

$182K

How much do hr director jobs pay per year?

As of Aug 8, 2026, the average yearly pay for hr director in the United States is $116,601.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,500.00 and $136,500.00 per year, depending on experience, location, and employer.

How to become an HR director?

You can become an HR director by earning a bachelor’s degree in business management, human resources management, or industrial/organizational psychology. Gain professional experience in project management, employee relations, and performance management. HR directors interact with managers and employees frequently, so seize opportunities to sharpen your people skills. Secure a role as an HR generalist then work toward HR manager roles. Strengthen your HR director job candidacy by earning a master’s degree or earning the SHRM certification to demonstrate proficiency in human resources management.

What are the key skills and qualifications needed to thrive as an HR director?

To thrive as an HR Director, you need deep knowledge of human resources management, labor laws, and organizational development, usually supported by a degree in HR or business and extensive experience in the field. Familiarity with HRIS platforms, data analytics tools, and certifications such as SHRM-SCP or SPHR are highly valued. Outstanding leadership, strategic thinking, and interpersonal skills help build strong relationships and drive change across the organization. These abilities are crucial for shaping company culture, ensuring legal compliance, and aligning HR strategies with overall business goals.

What does an HR director do?

An HR Director is responsible for overseeing all human resources functions within an organization, including recruitment, employee relations, performance management, and compliance with labor laws. They develop and implement HR policies, lead strategic planning for workforce needs, and ensure a positive workplace culture. HR Directors also serve as key advisors to senior management on talent management and organizational development.

What is the difference between Hr Director vs HR Manager?

AspectHR DirectorHR Manager
ResponsibilitiesStrategic planning, policy development, overseeing HR departmentsImplementing HR policies, managing daily HR operations
Required CredentialsBachelor’s degree, often Master’s, HR certifications (e.g., SHRM-SCP)Bachelor’s degree, HR certifications (e.g., SHRM-CP)
Work EnvironmentExecutive level, strategic focus, senior leadership teamsOperational level, HR teams, department managers

The main difference between an HR Director and an HR Manager lies in their scope and focus. HR Directors are responsible for strategic HR initiatives and policy development at an organizational level, often working with senior leadership. HR Managers focus on implementing policies and managing daily HR functions. Both roles require similar credentials and certifications, but their responsibilities and work environments differ significantly.

Is HR a high burnout job?

HR Directors often experience high levels of burnout due to managing employee relations, organizational change, and compliance issues, which can involve long hours and emotional stress. The role requires strong interpersonal skills and resilience, and burnout risk can be mitigated through workload management and support systems.

Is HR director a high burnout job?

HR directors often face high burnout due to managing complex employee relations, organizational change, and compliance issues, which can lead to long hours and high stress. The role requires strong interpersonal skills, strategic thinking, and resilience to handle workplace conflicts and sensitive situations effectively.

Do HR directors make a lot of money?

HR directors typically earn a high salary due to their leadership role in managing human resources strategies and policies. Their compensation varies based on industry, company size, and experience, with many earning six-figure salaries and additional benefits. Advanced certifications and extensive experience can further increase earning potential.

How does an HR director typically collaborate with executive leadership to shape company culture and strategy?

An HR Director works closely with the executive leadership team to align human resources initiatives with the company's overall business strategy. This often involves participating in strategic planning meetings, advising on talent management, and helping to design programs that foster a positive workplace culture. HR Directors are expected to provide insights on workforce trends, ensure compliance with labor laws, and proactively address organizational challenges. Their ability to influence and guide leaders is key to driving both cultural change and long-term business success.
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Hr Director jobs near you
Infographic showing various Hr Director job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 73% Full Time, 19% Part Time, 1% Temporary, 5% Contract, and 1% Nights. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $116,601 per year, or $56.1 per hour.

Director, Global Talent Management & Transformation

Servco

Honolulu, HI • On-site

Full-time

Re-posted 20 days ago

Job description

Servco is seeking a visionary and execution-oriented Director, Global Talent Management & Transformation to help shape how our workforce evolves in an AI-enabled world. Reporting directly to the Chief People Officer, this role will drive enterprise-wide workforce transformation initiatives, including the design and adoption of AI-enabled and agentic AI ways of working, while building the talent, leadership, and succession strategies that will power Servco's future growth.
As a trusted strategic partner to senior executives, you will lead complex organizational change efforts, oversee critical HR transformation initiatives, and establish a world-class executive talent management and succession planning framework across the enterprise. This role requires a unique blend of strategic thinking, change leadership, program management discipline, and a genuine passion for how emerging technologies are reshaping work.
If you thrive in fast-moving environments, enjoy solving complex organizational challenges, and are energized by the opportunity to influence enterprise strategy at the highest levels, this is an opportunity to make a lasting impact on the future of Servco and its people.
KEY OUTCOMES:
• AI Workforce Transformation Strategy - A comprehensive, fully activated approach for transitioning Servco's workforce to AI-enabled and agentic AI ways of working is designed, owned, and managed by this role. The strategy is co-developed in close partnership with HRBPs and business unit HR leaders, who serve as essential partners in translating the enterprise approach into business unit-level design and execution.
• Change Management Execution - A clear, integrated change management strategy is in place for the AI workforce transformation, enabling leaders and employees across HI Mobility to understand, adopt, and sustain AI-enabled work. Stakeholder engagement, communications, and readiness assessments reflect this role's direct leadership.
• HR Transformation Program Management - All HR transformation workstreams beyond the AI workforce transformation are actively tracked, integrated, and moving at pace under this role's program management. This role works in close partnership with the relevant HR leaders - including the VP of HI HR, Director of Enterprise Compensation, and business unit HR leaders - to ensure workstreams are coordinated, sequenced, and accountable. The CPO and executive team receive accurate, timely reporting on portfolio health, interdependencies, and risks.
• Enterprise Executive Talent Management, Succession & Pipeline Development - A structured, rigorous talent management and succession planning capability is built and operational for executive leadership roles across the enterprise. Executive succession maps, leadership bench assessments, and critical talent strategies are actively managed at the enterprise level. Talent strategies for high-potential identification, executive bench development, and distribution leadership pipeline are activated and tracked, with clear ownership and progress visible to the CPO.
QUALIFICATIONS:
Education:
• Bachelor's degree preferred
• Master's degree or MBA with focus on Organizational Development, HR Strategy, or related discipline preferred.
Work Experience:
• 10+ years of progressive HR experience with demonstrated depth in at least two of the following: talent management and succession planning, organizational change and transformation, HR strategy, or enterprise program leadership.
• Direct experience supporting a CHRO or CPO as a senior thought partner in a chief of staff, senior HR strategy lead, or equivalent capacity with exposure to executive and sensitive organizational matters.
• Demonstrated experience designing and running executive level succession planning or talent review processes.
• Experience leading or playing a senior role owning and driving the change effort for large-scale organizational transformations.
• Experience leading AI or technology-related workforce initiatives.
• Demonstrated track record of rapidly building fluency in new and emerging domains; comfort moving into unfamiliar territory with urgency and curiosity.
• Experience in complex, multi-entity, family-owned, or operationally intensive organizations is a strong plus.
• Background in management consulting, organizational effectiveness, or HR transformation is a meaningful differentiator.
Skills:
• Executive presence and comfort operating at the most senior levels of an organization including with the CEO and board with the judgment those settings require.
• Ability to hold complexity without losing clarity, managing multiple interconnected workstreams and producing a coherent, honest picture of progress and risk.
• Ability to translate strategy into execution, designing frameworks, and maintaining the accountability systems that make change real.
• Clear, direct communication - producing materials for the CPO, CEO, and board.
• Deep curiosity about and working fluency with AI tools and agentic AI applications as a genuine area of passion and ongoing development. This person actively seeks out new AI capabilities, understands how they can reshape work and the workforce, and brings that perspective credibly into conversations with business leaders, consultants, and technical specialists.
COMPETENCIES:
• Strategic Thinking - Connects talent and transformation strategy to business outcomes; sees across workstreams and time horizons.
• Influence Without Authority - Builds trust and drives alignment across organizational boundaries without relying on positional authority.
• Change Leadership - Designs and leads organizational change that actually sticks; manages resistance and sustains momentum.
• Execution Discipline - Holds accountability for pace and outcomes across a complex portfolio; identifies and removes barriers.
• High EQ and Discretion - Navigates executive succession, family business dynamics, and sensitive capability transitions with sound judgment.
• AI Curiosity - Genuine openness and urgency to develop AI fluency; engages credibly with business leaders, consultants, and AI specialists on practical workforce applications.
• Collaborative Partnership - Works effectively with peers (VP of HI HR, Director of Enterprise Compensation) to integrate and sequence work.
LICENSES AND CERTIFICATION:
• SHRM-SCP, SPHR, or equivalent senior HR certification preferred.
• Change management certification (Prosci, CCMP, or equivalent) preferred.
Pay Range: $137,300.00 - $208,660.00 per year

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