Human Resources Director
Castle Alliance, Inc., Chicago, IL, United States
Director of Human Resources | O'Hare area | On-Site
Castle Alliance is conducting a retained search for a Director of Human Resources on behalf of a PE-backed manufacturing company in the western Chicago suburbs. The company is in an active growth phase, scaling aggressively from its current revenue base toward a significantly larger platform. This is a build role at an executive level.
Before You Read Further This role requires all of the following. If any are absent from your background, this is not the right fit.
Lead HR role at a manufacturing company or business unit
Built or significantly improved a workforce training and development program
Managed full-cycle recruiting across hourly and salaried levels
Implemented or owned an employee performance management process
Operated as an HR business partner at the leadership level
US Citizenship or Green Card for DoD compliance
The Opportunity This is not a corporate HR seat. There is no large team, no mature HRIS, and no inherited playbook. The Director of HR will enter an organization with operational momentum, a loyal and complex workforce, and very little formal HR infrastructure. The mandate is to build what does not yet exist while running day-to-day operations.
The role reports directly to the CEO and sits at the leadership table as a peer to Operations, Finance, and Engineering.
What You Will Own
Full-cycle recruiting across all levels: hourly production through executive
Workforce development: machinist training pipelines, career paths, apprenticeship and trade school partnerships
Performance management: implement the first formal review system and train managers to use it
HR operations: policies, handbook, benefits administration, compliance
Who Will Succeed Here The right candidate has 8 to 15 years of progressive HR experience in a manufacturing environment, has built programs and processes from scratch, and has done it without a large team or a mature system underneath them. You are comfortable on the shop floor and equally effective in the boardroom. You solve problems before they become escalations.
Large corporate HR backgrounds without exposure to a build environment are a disqualifier. This company does not need a policy administrator. It needs someone who treats HR as a business function and measures themselves against operational outcomes.
Compensation Competitive base salary with a performance bonus and equity participation at the Director level.
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Before You Read Further This role requires all of the following. If any are absent from your background, this is not the right fit.
Lead HR role at a manufacturing company or business unit
Built or significantly improved a workforce training and development program
Managed full-cycle recruiting across hourly and salaried levels
Implemented or owned an employee performance management process
Operated as an HR business partner at the leadership level
US Citizenship or Green Card for DoD compliance
The Opportunity This is not a corporate HR seat. There is no large team, no mature HRIS, and no inherited playbook. The Director of HR will enter an organization with operational momentum, a loyal and complex workforce, and very little formal HR infrastructure. The mandate is to build what does not yet exist while running day-to-day operations.
The role reports directly to the CEO and sits at the leadership table as a peer to Operations, Finance, and Engineering.
What You Will Own
Full-cycle recruiting across all levels: hourly production through executive
Workforce development: machinist training pipelines, career paths, apprenticeship and trade school partnerships
Performance management: implement the first formal review system and train managers to use it
HR operations: policies, handbook, benefits administration, compliance
Who Will Succeed Here The right candidate has 8 to 15 years of progressive HR experience in a manufacturing environment, has built programs and processes from scratch, and has done it without a large team or a mature system underneath them. You are comfortable on the shop floor and equally effective in the boardroom. You solve problems before they become escalations.
Large corporate HR backgrounds without exposure to a build environment are a disqualifier. This company does not need a policy administrator. It needs someone who treats HR as a business function and measures themselves against operational outcomes.
Compensation Competitive base salary with a performance bonus and equity participation at the Director level.
#J-18808-Ljbffr