The Director of HR will play a pivotal role in aligning the HR function with overall business strategy and objectives of the organization.

• Cultivate a lifecycle approach to talent management focused on development, performance management, workforce planning, and talent retention.
• Leverage internal and external data, trends, analytics, and insights to assess talent gaps, forecast resource needs, and model future scenarios to accurately identify and prioritize talent risks and opportunities.
• Develop and implement HR policies and procedures in line with go-forward company objectives and industry best practices.
• Support the continued development of performance management processes, including goal setting, performance evaluations, and career development plans.
• Serve as a strategic business partner and manage employee relations issues and provide guidance on conflict resolution, disciplinary actions, and grievance procedures.
• Design and deliver training programs to enhance employee skills and knowledge.
• Ensure compliance with all relevant employment laws and regulations, including FMLA, ADA, EEOC, and OSHA.
• Maintain accurate HR records and prepare reports for senior management as needed.
• Stay updated on HR trends and best practices to continuously improve HR processes and initiatives.

• Bachelor’s degree in human resources, Business Administration or related field required.
• Minimum 8-10 years of progressive experience and proven track record of success in roles focused on HR generalist work preferably in a shared services environment.
• Well-rounded knowledge and experience across all HR areas, with technical expertise leading talent management, talent acquisition, total rewards, employee relations and DEI.
• Experience as a leader and contributor to the business beyond HR; the ability to collaborate with the executive team and serve as a thought partner on enterprise-wide operations.
• Proven success building structure and process into an HR function, ensuring consistency and clarity for employees.
• Possesses a “can-do” attitude with a willingness to roll up sleeves and execute.
• Operated within a company with a complex, distributed workforce with a similar style and scale to Seaport Entertainment.

Professional and Cultural Characteristics

• A collaborative, non-territorial team player. Operates with a diplomatic leadership style, managing a range of stakeholders to gain buy in and build consensus.
• Balanced between strategic and tactical orientations. Understands how to develop long-term, strategic programs that connect with business operations as well as how to ensure operational excellence.
• A clear and effective communicator with high EQ. Willing to debate and challenge ideas to come to the best possible solution.
• Hardworking and entrepreneurial. Able to drive accountability and a sense of urgency.
• Takes the time to connect with employees to build relationships and gain a better understanding of the business and its culture.
• Business oriented and able to connect the dots between operational and people strategies. Makes a strong business case for programs and provides input on the business beyond HR.