We are seeking a high-energy Global Director of Human Resources (“DHR”) to lead the development and execution of the HR programs and practices in our dynamic global IT solutions space. This strategic leader is responsible for developing and overseeing the Global organization programs including HR strategy and planning, employee relations, engagement and retention, learning and development, compensation and total rewards, benefits and well-being, HR systems and compliance, and HR supervision and resource management. RESPONSIBILITIES: - Partner with business leaders to develop business strategies that maximize the impact and success of the company. Translate those strategies into compelling talent development and retention initiatives. - Ensure alignment of all HR strategies and policies to meet business goals and compliance with global labor laws. - Create and execute work plans to align and support the needs of the business, including change leadership, workforce planning, resource allocation, organization design/development including culture change initiatives, compensation, benefits, talent assessment, learning and development, and employee engagement. - Lead the approach for performance management, talent management and performance-based review processes. - Partner with leaders on issues related to organizational effectiveness, change management, performance management, compensation, and other matters. - Balance the needs of the organization with the best interest of employees in accordance with global Human Resource policies and government laws and regulations. - Consult with managers on employee relations counseling. - Counsel employees on work-related matters. - Prepare exit documents and separation agreements. - Conduct executive level exit interviews and monitor exit procedures. - Oversee resolution of any employee legal matter, in partnership with internal and external counsel. - Design and promote a healthy employee experience and culture to advance employee attraction, engagement and retention. - Lead, support and execute all engagement and retention initiatives. - Drive and shape culture throughout the organization. Actively promote inclusive and engaging atmosphere and a positive employee experience. - Develop and execute a consistent performance review program, individual development planning program, career pathing program and succession planning program. - Provide monthly, quarterly and year-end attrition metrics. - Develop process and programs to reduce attrition at or below industry standards. - Lead and execute the annual survey; report findings and develop process and programs to fill gaps. - Plan and manage relevant and timely learning and development solutions across the organization at every level. - Develop talent, build and develop teams, and strengthen organizational capacity. - Develop and execute a leadership development planning process and program, - Develop compensation bands within career path objectives - Own and oversee all aspects of compensation, including salaries and salary ranges, job leveling and analysis, discretionary bonuses, and annual performance merit program. - Assure that the organization compensation program is competitive and equitable and in keeping with the organization’s compensation philosophy. - Lead the development of strategy and materials for Compensation Committee meetings throughout the year and execute the approved actions. - Assess overall performance and cost trends of health and welfare programs; make recommendations as appropriate on trends, programs and oversight of all compliance law and emerging legislative updates. - Oversee obtaining and evaluating benefit proposals, changes in plan design, cost, record keeping of benefit plans and monitoring of employee usage and satisfaction. - Coordinate risk management program. - Coordinate safety policy and procedures. - Monitor workers' compensation claims and coordinates work between employee and insurance carrier. - Monitor unemployment claims. - Administer key company programs such as health & welfare, benefits, compensation programs, payroll coordination, and HR systems implementation/integration to ensure compliance and optimal results. - Ensure compliance by monitoring legal requirements and government reporting regulations affecting the Human Resource function. - Maintain knowledge of competitive practices, legislation and regulatory changes affecting benefits and recommend changes to leadership. - Act in the capacity of the Privacy Officer related to HIPAA compliance, responsible for administering the appropriate discipline for any uses or disclosures that violate these guidelines. - Lead and manage regional HR leaders. - Develop annual HR and Learning and Development budgets. - Develop annual HR and Learning and Development staffing plans to support the organization’s growth strategy. - Supervise direct and functional reports. Set clear expectations and offer guidance in setting p