Leads and oversees the organization’s performance management framework, ensuring fair, consistent, and effective performance evaluation, coaching, and development practices. - Directs the Human Resources Business Partner function, ensuring effective support to leaders and departments on workforce matters, organizational effectiveness, and policy application. - Provides strategic oversight of employee relations, including resolution of workplace concerns, investigations, and conflict management. - Guides and oversees consistent application of HR policies, procedures, and practices - Oversees the end-to-end talent acquisition function, including workforce planning, recruitment strategy, employer branding, technology enablement, and delivery of a high-quality candidate experience aligned to business needs. - Serves as a trusted advisor to executive leadership and managers on employee performance issues, conduct concerns, and workforce-related risk. - Ensures compliance with federal, state, and local employment laws and regulations; and organizational policies. - Develops updates, and interprets HR policies, procedures, and guidelines related to performance management, conduct, and employee relations. - Partners with EEO, Labor Relations, and Legal on investigations, disciplinary matters, appeals, and risk mitigation strategies. - Creates and monitors trends and metrics related to performance management, employeerelations cases, and disciplinary actions; recommends process improvements. - Ensures compliance with the Americans with Disabilities Act (ADA) accommodation process. - Leads and mentors HR staff, including HR Business Partners, ensuring high-quality service delivery and professional development. - Promotes a respectful, inclusive, and accountable workplace culture by reinforcing organizational values, expectations, and standards of conduct.