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Lead People. Shape Culture. Drive Performance.

The Senior Director of Human Resources is a key enterprise leader responsible for connecting people, culture, and performance across Luck Companies. Reporting to the Chief Enterprise Operations Officer (CEOO), this role provides strategic direction for all people-focused functions—Human Resources, Compensation & Benefits, and Associate Development. This leader ensures every associate experiences Luck’s culture of belonging and Values-Based Leadership (VBL) in action.

The Senior Director translates Luck’s strategic vision into practical, scalable people systems that fuel engagement, growth, and operational excellence. Through authentic partnership and enterprise collaboration, this leader creates clarity, consistency, and connection—empowering associates to perform at their best while feeling accepted, valued, and supported.

Essential Functions:

Enterprise Leadership & Alignment – 30%

• Lead HR Business Partnerships, Compensation & Benefits, and Associate Development as one integrated, enterprise-wide people system.
• Partner with the CEOO and Business Unit Leaders to align people priorities with operational strategy.
• Build and sustain a people operating framework that connects strategy to execution with clear processes and measurable outcomes.
• Act as a cultural connector, bringing Luck’s values and people strategies to life across every location.

People Systems Strategy & Execution – 25%

• Lead the design and continuous improvement of core people systems: workforce planning, performance management, succession, and talent readiness.
• Ensure HR programs and policies are consistent, practical, and adaptable for both Shared Services and field operations.
• Partner with leaders to forecast workforce needs, strengthen internal pipelines, and support career progression.
• Drive operational excellence through streamlined processes and data-informed decision-making.

Values, VBL Culture & Leadership Development – 20%

• Champion Luck’s Values-Based Leadership by modeling authenticity, empathy, and accountability.
• Build leadership capability and environments where associates can reach their highest potential.
• Lead enterprise leadership development programs and reinforce cultural consistency across all business units.
• Integrate belonging behaviors into hiring, onboarding, development, and recognition.

Benefits, Total Rewards & Compliance – 15%

• Provide executive oversight for compensation and benefits strategies that attract, retain, and reward talent.
• Ensure all HR practices comply with federal, state, and local employment laws across multi-state operations.
• Partner with Finance to align people investments with business goals.
• Strengthen the associate experience through a holistic approach to pay, benefits, well-being, and development.

Organizational Insight, Development & Change Leadership – 10%

• Use data, metrics, and analytics to assess organizational health and provide actionable insights to leadership.
• Lead change management efforts to ensure clarity, readiness, and adoption across teams.
• Represent HR in enterprise-wide strategic discussions and ensure people implications are fully considered.
• Serve as a trusted advisor on organizational design, workforce structure, and leadership capacity.

Minimum Qualifications:

• Education: Bachelor’s degree required; Master’s in Human Resources, Organizational Development, or Business Administration preferred.
• Cert: (SPHR, SHRM-SCP, or equivalent) a plus
• 10–15 years of progressive HR leadership experience, including at least 5 years at a Senior level leading multiple HR functions ( HR Business Unit Support, Compensation & Benefits, Associate Development, Organizational Effectiveness) with exposure to both field operations and corporate environments.
• Proven experience aligning people strategies with business objectives in a complex, multi-site, or operationally driven organization (manufacturing or similar industries)
• Demonstrated experience developing leaders, managing organizational change, and implementing scalable HR processes.

Technical Competencies:

• Total Rewards Strategy and Governance
• HR Data, Analytics, and Workforce Insight
• Organizational Development and Change Leadership
• People Practices and Compliance Leadership

Skills and Attributes Required:

• Values-Based Leadership: Embodies and models VBL competencies
• Strategic Systems Thinking: Connects enterprise strategy to practical HR systems that drive clarity and performance
• Operational Partnership: Understands field operations and aligns people strategies to strengthen safety, efficiency, and engagement
• Influence and Collaboration: Builds relationships and credibility across business units through transparency and reliability
• Data-Driven Insight: Uses metrics and analytics to inform, evaluate, and strengthen decision-making
• Change Agility: Guides teams through transformation with courage, consistency, and care.

Why Join Luck Companies

At Luck Companies, you’ll find more than a job—you’ll find a purpose-driven career built on values, growth, and belonging. We are a 4^th generation, family-owned, people-first organization where every associate is empowered to lead, learn, and make a meaningful impact. Our culture is grounded in Values-Based Leadership, ensuring that authenticity, care, and connection guide how we work and how we treat one another. Whether you’re in the field or in a corporate role, you’ll experience a workplace that invests in your development, supports your well-being, and gives you the opportunity to contribute to something bigger. Join us and be part of a company that helps you reach your highest potential while helping communities grow and thrive.

Luck Companies is committed to creating a diverse environment and is proud to be an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.  We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. The more inclusive we are, the better our work will be.EEO