Director, Human Resources - North American Operations
WattswaterWe’re Watts. Together, we’re reimagining the future of water.
We feel proud every day about what we do. We're all part of the same crucial mission, no matter what function we support -- it's to provide safe, clean water for the world, and to protect our planet's most valuable resource.
What we do:
For 150 years, Watts has built best-in-class products that are trusted by customers in residential and commercial settings across the world. We are at the forefront of innovation, working with cutting-edge technology to provide smart and connected, sustainable water solutions for the future. Watts is a leading brand with a quality reputation — and we have a dynamic future ahead.
Scope of Position
The Director, Human Resources – North American Operations leads execution of the Americas HR strategy across approximately twelve manufacturing and distribution locations. As the senior HR partner to operational leadership, this role translates business priorities into consistent, measurable people practices, leading workforce planning, organizational effectiveness, leadership capability, employee relations, and talent initiatives; and strengthens the effectiveness of HR support across the operating footprint. The director partners with Operations and Supply Chain leaders to improve organizational performance, address workforce challenges, and embed a culture of accountability, engagement, and continuous improvement.
This position leads a team of HR Managers and HR Business Partners, including approximately six direct reports and additional indirect reports through site HR leaders.
This position reports to the Vice President, Human Resources & Talent Acquisition – Americas. This is a remote role based in the United States, with a preference for Eastern or Central time zones.
Primary Job Duties and Responsibilities
Lead execution of the Americas HR strategy across assigned manufacturing and distribution locations; establish consistent expectations, priorities, and accountability for the site HR organization.
Serve as a strategic HR partner to the Vice President of Operations, plant management, Vice President of Supply Chain, and, as needed, senior Operations leadership; advise on workforce, talent, organization, and leadership decisions.
Lead, coach, develop, and evaluate HR Managers and HR Business Partners; build site HR capability and ensure responsive, consistent service and appropriate escalation across locations.
Partner with operating leaders to assess current and future workforce needs, develop staffing and retention plans, and address critical capability and productivity challenges.
Advise on organizational design, talent decisions, and operational changes within assigned sites; lead implementation of approved people initiatives and ensure effective change communication and adoption.
Oversee complex and high-risk employee relations matters, including investigations, corrective action, and employment decisions; personally lead sensitive investigations and provide escalation support to site HR teams, partnering with Legal and other specialists as appropriate.
Coach newly appointed and established Operations leaders on performance management, employee engagement, leadership effectiveness, accountability, and effective team practices.
Lead execution of talent reviews, succession planning, performance management, and leadership development initiatives to strengthen bench strength and operational continuity.
Use turnover, retention, headcount, labor-cost, engagement, and other relevant people metrics to identify trends, establish action plans with business leaders, and monitor progress and outcomes.
Oversee consistent application of HR policies and employment practices across assigned facilities; identify and escalate compliance and employee-related risks and collaborate with Legal, HR Centers of Excellence, and other partners to resolve them.
Partner with EHS and facility leadership on people-related matters that support safe workplace practices while maintaining clear accountability for EHS program ownership.
Collaborate with Talent Acquisition, Total Rewards, HR Operations, and other HR colleagues to deliver integrated solutions that meet operational needs and support enterprise standards.
Build a productive employee experience across varied frontline and professional populations; support communication, engagement, conflict resolution, and appropriate practices for diverse workforce needs.
Drive continuous improvement in site HR processes, identify opportunities to simplify and standardize practices, and ensure timely execution and follow-through across the region.
Assume responsibility for other projects and duties as assigned by the Vice President, Human Resources & Talent Acquisition – Americas or Company management.
Demonstrate Watts values through sound judgment, transparent communication, accountability for HR execution, and continuous improvement of people practices across sites.
Travel Requirements: Approximately 30% travel to manufacturing and distribution facilities and other business locations.
Required Qualifications
Bachelor’s degree in Human Resources, Business Administration, or a related field.
10+ years of progressive HR experience, including at least five years in a senior HR leadership role within manufacturing or an industrial environment; demonstrated experience leading HR teams across multiple locations.
Demonstrated knowledge of employment law, employee relations, organizational development, talent management, and HR practices in manufacturing and distribution environments.
Understanding of and adherence to applicable laws, codes, policies, regulations, and safety practices and procedures, as applicable.
Must successfully establish employment eligibility and satisfactorily complete background checks and required pre-employment testing as a condition of employment, consistent with applicable law and Company requirements.
Preferred Qualifications
Professional certification such as SHRM-SCP or SPHR.
Experience supporting a geographically dispersed manufacturing and distribution workforce and advising senior Operations or Supply Chain leaders.
Experience strengthening site HR capability, implementing consistent people processes, and supporting newly appointed operational leaders.
General Applicable Company Competencies
Commitment to Watts’ values of integrity, accountability, continuous improvement and innovation, and transparency.
Punctuality and dependability.
Ability to be flexible and adapt to changing work priorities and stressful conditions.
Adherence to all personnel policies, procedures, and standards of process as implemented by Watts.
Maintain productive and collaborative relationships with other Watts employees.
Adherence to Watts’ seven cultural beliefs: Growth Mindset, Customer-Focused Innovation, Constant Communication, Clear Goals, Collaborate Globally, Be Inclusive, and Take Action.
Working Conditions
While performing the job duties, you will be working remotely in an office environment. You will travel regularly to manufacturing and distribution facilities and may be required to work in office, warehouse, and manufacturing environments. When on-site, you may be required to enter operational areas and wear appropriate personal protective equipment.
Physical Requirements: Specific physical abilities required for this position include, but are not limited to:
Ability to remain seated at a desk or workstation for extended periods.
Ability to perform repetitive tasks like typing on a keyboard or using a mouse for extended periods.
Ability to physically move around the office, organize or transport files, packages, or other office-related materials.
Ability to read documents, use a computer, and perform data entry tasks.
Ability to communicate clearly with management and coworkers, particularly in meetings or phone calls.
Ability to operate standard office equipment such as computers, printers, phones, and copiers.
Ability to occasionally lift and carry light objects, such as office supplies, documents, or small equipment.
Pay Range
The expected salary range for this position is $160,000–$180,000 yearly. Actual compensation will be dependent upon individual skills, experience, qualifications, and applicable law.
Nothing in this job description restricts Watts’ right to assign or reassign duties, responsibilities, and working hours/conditions to this position at any time. This position is “at will,” which means that either the employee or Watts may terminate the employment relationship at any time, with or without notice, and for any lawful reason.
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Watts in it for you:
Please note that the following benefits apply only to permanent roles and do not apply to internship roles.
- Competitive compensation based on your skills, qualifications and experience
- Comprehensive medical and dental coverage, retirement benefits
- Family building benefits, including paid maternity/paternity leave
- 10 paid holidays and Paid Time Off
- Continued professional development opportunities and educational reimbursement
- Additional perks such as fitness reimbursements and employee discount programs
- Learn more about our benefit offerings here: https://tapintowattsbenefits.com/
How we work:
At Watts, our culture is team-oriented and supportive. Employees here genuinely care about the quality of their work, and about each other. Our people are the heart of who we are and contribute to our longevity and continued success.
And this is a place where you can have a big career. No matter your role, there are opportunities for learning and development, and your daily contributions make a meaningful impact on the lives of people who use our products and on the future of water.
Watts is committed to equal employment opportunity. We follow a policy of administering all employment decisions and personnel actions without regard to race, color, religion, creed, sex, pregnancy, national origin, sexual orientation, age, physical or mental disability, genetic disposition or carrier status, marital status, military or veteran status, minorities, or any other category protected under applicable federal, state, or local law. Consistent with the obligations of state and federal law, Watts will make reasonable accommodations for qualified individuals with disabilities. Any employee who needs a reasonable accommodation should contact Human Resources.