Human Resources Director (56106)

**Please no external recruiters**

Founded in 1993, SIRIO is a leading global nutraceutical solution provider with extensive expertise in an array of delivery formats, including gummies, softgels, capsules, tablets, powders, functional beverages, probiotics, and other innovative dosage forms. The company is one of the world’s largest providers of soft gel and gummy solutions.

Driven by over 300 scientists across five global R&D centers, SIRIO transforms potent ingredients into effective, consumer-friendly products. SIRIO operates seven state-of-the-art manufacturing sites delivering "global resources, local delivery" to partners in more than 50 countries.

In 2023, SIRIO acquired Best Formulations, further solidifying its position as a premier global nutraceutical solution provider, and significantly enhancing its manufacturing capabilities and capacity, with a notable focus on bolstering its presence currently as Sirio Americas California, LLC.

We are a trusted partner to our customers when it comes to innovation and have one of the strongest R&D, product formulation and technical teams in the industry. We are recognized as the leader in plant-based softgel innovation and our ability to encapsulate difficult formulas. We seek out innovation across our entire business and pass that knowledge and expertise to our customers.

About the role:

The Human Resources Director is a senior operational and strategic leader responsible for ensuring the effective delivery of all Human Resources programs, processes, and services across the region. This position is responsible for managing a team, ensuring consistent execution, compliance, and alignment with business strategy. The Director of HR establishes operational excellence, drives continuous improvement, manages risk, and elevates the overall employee experience.

How will you contribute:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform essential job functions. Essential job functions and duties include, but are not limited to:

Key Responsibilities

1. HR Operations Leadership

• Holds full operational ownership of HR processes end to end, including hiring, onboarding, performance management, development, employee relations, and offboarding.
• Ensures standardization, compliance, audit readiness, and alignment of HR practices across the entire region.
• Builds and enforces operational workflows, templates, and governance models that ensure high-quality execution across all HR activities.
• Translates high-level people strategy into rigorous, scalable, repeatable operational execution.

2. Team Management & Leadership

• Directly manages, develops, and evaluates HRBPs and HR Generalists, ensuring high performance and capability growth.
• Establishes clear operating rhythms, service standards, and expectations for the HR team.
• Creates a culture of accountability, collaboration, and continuous improvement within the HR function.
• Coaches HRBPs to become strong advisers to their business leaders.

3. HR Program & Policy Governance

• Leads the design, rollout, governance, and adoption of HR programs across the region.
• Partners with COEs (Total Rewards & Talent Acquisition) to ensure policies and programs are aligned to business needs and feasible for operational implementation.
• Establishes consistent HR practices, decision-making frameworks, and leadership behaviors across the organization.
• Continuously evaluates HR program performance and leads improvements.

4. Employee Relations, Risk & Compliance

• Oversees all complex, escalated, or high-risk employee relations cases, partnering closely with Legal and ER.
• Ensures full adherence to regional labor law, company policy, documentation standards, and investigation protocols.
• Creates frameworks for ethical decision-making, minimizes organizational risk, and ensures consistent employment practices.
• Anticipates and manages regulatory, compliance, and workforce-related risks.

5. Performance Management Ownership

• Owns and manages the end-to-end performance management cycle for the region.
• Ensures calibration quality, leadership accountability, and consistency in ratings and feedback.
• Drives leader enablement, communication, training, and ongoing coaching around performance.
• Uses performance data to identify organizational capability gaps and partner on development solutions.

6. Strategic Partnership

• Serves as a senior adviser to business leaders, contributing to organizational planning, talent strategy, and workforce design.
• Uses HR analytics, trends, and insights to influence decisions and drive business outcomes.
• Ensures alignment between business strategy and HR priorities across all regional operations.

7. Continuous Improvement & Innovation

• Identifies operational gaps, inefficiencies, or systemic issues and leads the implementation of improvements.
• Drives continuous optimization of HR processes, tools, and workflows to enhance impact and employee experience.
• Facilitates adoption of new HR technologies and data-driven solutions.