Human Resource Director

Halyard Health; Virginia (MN); Hybrid; USD 160,000 - 175,000; Full time

Benefits offered by this job

Healthcare on day 1

Educational assistance

Life insurance

Disability coverage

Adoption benefits

401(k) & HSA

Parental leave

Well-being programs

Job summary

Owens & Minor is seeking a Director, HR Strategy & Enablement to lead HR strategy, enablement, and enterprise programs along the East Coast. You will partner with the CHRO and HR Leadership Team to drive strategic priorities, enhance organizational effectiveness, and deliver executive-ready materials.

You will shape the HR function, manage budgets, governance, change management, and cross-functional collaboration, building trusted relationships with senior leaders while fostering continuous

Qualifications

• Eight or more years of progressive experience in HR, Strategy & Operations, Program Management, Organizational Effectiveness, or related disciplines.
• Proven success leading cross-functional strategic initiatives from planning through implementation.
• Experience managing budgets, resources, and financial oversight for strategic programs.

Responsibilities

• Lead HR strategic initiatives aligned to business objectives and manage governance structures.
• Develop executive-ready materials, dashboards, and communications for leadership and boards.
• Partner with HR Leadership Team to drive organizational alignment, change management, and performance.

Skills

Executive communication

Strategic leadership

Change management

Cross-functional collaboration

Education

Bachelor's degree in HR / related field

Tools

Smartsheet

Job description

Owens & Minor is a global healthcare solutions company providing essential products, services and technology solutions that support care delivery in leading hospitals, health systems and research centers around the world. For over 140 years, Owens & Minor has delivered comfort and confidence behind the scenes, so healthcare stays at the forefront, helping to make each day better for the hospitals, healthcare partners, and communities we serve. Powered by more than 14,000 teammates worldwide, Owens & Minor exists because every day, everywhere,Life Takes Care™.

Global Reach with a Local Touch
140+ years serving healthcare
Over 14,000 teammates worldwide
Serving healthcare partners in 80 countries
Manufacturing facilities in the U.S., Honduras, Mexico, Thailand and Ireland
40+ distribution centers
Portfolio of 300 propriety and branded product offerings
1,000 branded medical product suppliers
4,000 healthcare partners served

Benefits

• Comprehensive Healthcare Plan-Medical, dental, and vision plans start on day one of employment for full-time teammates.
• Educational Assistance-We offer educationalassistanceto all eligible teammates enrolled in an approved, accredited collegiate program.
• Employer-Paid Life Insurance and Disability-We offer employer-paid life insurance and disabilitycoverage.
• Voluntary Supplemental Programs – We offer additional options to secure your financial future including supplemental life, hospitalization, critical illness, and other insurance programs.
• Support for your Growing Family – Adoption assistance, fertility benefits (in medical plan) and parental leave are available for teammates planning for a family.
• Health Savings Account (HSA)and401(k)-We offer these voluntary financial programs to help teammates prepare for their future, as well as other voluntary benefits.
• Paid Leave-In addition to sick days and short-term leave, we offer holidays, vacation days, personal days, andadditionaltypes of leave – including parental leave.
• Well-Being – Also included in our offering is a Teammate Assistance Program (TAP), Calm Health, Cancer Resources Services, and discount programs – all at no cost to you.

Job Description

Leads the human resources function for assigned business units and provides comprehensive Human Resources Business Partner support to business unit leadership. Provides a broad range of human resources services to the assigned leadership team, proactively translating business needs into HR solutions that best meet business objectives. Proactively addresses human capital needs, develops strategic talent and workforce plans, and advises on organizational development needs. Leads a staff of HR professionals responsible for the business unit’s HR operations and functions. The anticipated salary range for this position is $160,000 - 175,000 annually plus 20% AIP eligibility. The actual compensation offered may vary based on job related factors such as experience, skills, education and location. The ideal candidate will reside in the east coast of the US.

Shape the Future at Owens & Minor

As Owens & Minor enters a new chapter marked by new ownership, an energized executive leadership team, and a clear vision for growth and transformation, we are building the capabilities, culture, and operating discipline that will position us for long-term success.

As Director, HR Strategy & Enablement, you will have the opportunity to shape the future of our HR organization and influence meaningful business outcomes. Partnering closely with the CHRO, HR Leadership Team, and business leaders, you will play a critical role in driving strategic priorities, strengthening organizational effectiveness, and advancing a culture of excellence and continuous improvement. We are creating an environment where talented people can do their best work, make their mark, and have a meaningful impact. Our culture is grounded in mutual respect, authentic relationships, and a shared commitment to helping one another succeed. Together, we are united by a genuine desire to elevate our performance, realize our potential, and achieve great things for our customers, our colleagues, and our business. If you are energized by transformation and inspired by the opportunity to build, improve, and lead, you will find an organization where your contributions matter, your voice is valued, and your work will help bring our purpose to life: Life Takes Care®.

Core Responsibilities

• Strategic Program Leadership & Initiative Delivery: Lead the planning, coordination, execution, and monitoring of HR strategic initiatives aligned to annual and multi-year business objectives. Establish project management standards, methodologies, governance structures, and reporting processes that drive consistency and accountability across HR. Provide oversight of a portfolio of strategic HR initiatives, ensuring appropriate prioritization, sequencing, resource allocation, and risk management. Drive successful execution of complex, cross-functional projects through disciplined project management practices. Monitor progress against milestones, deliverables, budgets, and success metrics while proactively identifying dependencies, barriers, and risks. Facilitate issue resolution and decision-making to maintain momentum and ensure achievement of intended outcomes. Develop and deliver executive and Board-ready presentations, strategic updates, dashboards, and communications that synthesize complex business, workforce, and operational information into compelling insights, recommendations, and narratives that drive decision-making, alignment, and action. Partner with the HR Leadership Team to proactively assess impacts and develop integrated change management strategies that strengthen organizational alignment, drive adoption, and enable successful delivery of strategic priorities. Promote project management excellence and strengthen project leadership capabilities across the HR organization. Ensure strategic initiatives are delivered on time, within scope, and within budget.
• Financial Stewardship & Resource Management: Support the planning, allocation, and management of budgets and resources associated with HR strategic initiatives, ensuring effective investment decisions, and alignment with organizational priorities while identifying opportunities to optimize costs and maximize value. Monitor expenditures associated with strategic programs and initiatives to ensure effective utilization of resources. Provide visibility into initiative-related costs, resource allocation, and budget performance. Support business cases and investment recommendations related to key HR programs, technology, and transformation initiatives.
• Cross‑Functional Partnership, Integration & Relationship Management: Serve as a highly collaborative partner across HR and the broader organization to ensure alignment around strategic priorities and shared objectives. Build trusted relationships with senior leaders, business partners, Centers of Excellence, and functional stakeholders. Act as an integrator, bringing together perspectives, teams, and initiatives to drive organizational alignment and collective success. Foster transparency and communication across stakeholders to ensure awareness, coordination, and effective decision‑ making. Facilitate collaboration across multiple functions to manage interdependencies and support execution of enterprise‑wide priorities. Create forums, mechanisms, and processes that promote connectedness and information sharing across HR and partner functions. Develop a reputation as a trusted advisor and relationship builder capable of bringing teams together to solve complex organizational challenges.
• HR Enablement & Continuous Improvement: Champion a culture of excellence, accountability, and continuous improvement throughout the HR function. Lead efforts to evaluate and enhance the effectiveness, efficiency, and sustainability of HR processes, programs, and operating practices. Identify opportunities to improve service delivery, simplify workflows, enhance collaboration, and reduce complexity. Synthesize data, insights, and strategic recommendations into executive‑ready materials that effectively communicate business impact, progress against goals, and future opportunities. Leverage metrics, stakeholder feedback, lessons learned, and performance data to drive ongoing improvement. Introduce best practices that strengthen organizational effectiveness, project execution, and operational performance. Partner across HR to identify scalable solutions that elevate productivity, quality, employee experience, and business impact.

Qualifying Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Education, Psychology, or a related field required; advanced degree preferred.
• Eight or more years of progressive experience in HR, Strategy & Operations, Program Management, Organizational Effectiveness, Business Operations, or related disciplines.
• Demonstrated success leading complex, cross‑functional strategic initiatives from planning through implementation, delivering measurable business outcomes on time and within budget.
• Proven experience establishing project management disciplines, governance processes, and operational frameworks that enhance execution, accountability, and organizational effectiveness.
• Experience managing budgets, resources, and financial oversight for strategic programs and initiatives.
• Strong ability to build trusted relationships, influence senior leaders, and facilitate collaboration across matrixed organizations to achieve shared objectives.
• Proven track record of leading continuous improvement, organizational effectiveness, and change management efforts that drive operational excellence and business performance.
• Experience partnering directly with executive leadership teams and supporting enterprise-level decision‑making.
• Strong proficiency in Smartsheet with demonstrated mastery of advanced formulas, workflow automations, relational data tools, and executive dashboards.
• Exceptional executive communication, presentation development, and storytelling skills, including the ability to create and deliver executive‑and Board‑ready materials that translate complex information into compelling insights, recommendations and actions.
• Strategic Leadership: Aligns priorities, anticipates future needs, and translates strategy into actionable plans that drive organizational and business results.
• Program & Operational Excellence: Leads complex initiatives through disciplined project management, governance, financial stewardship, and successful delivery of outcomes.
• Collaboration & Influence: Builds strong relationships, fosters alignment, and effectively partners across diverse stakeholder groups to achieve shared goals.
• Communication & Executive Presence: Communicates with clarity, confidence, and influence through executive storytelling, presentations, and facilitation of strategic discussions.
• Continuous Improvement & Change Leadership: Champions innovation, organizational effectiveness, and sustainable change that enhances performance, productivity, and business impact.
• Ability to travel as needed.

Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.

At Owens & Minor, our greatest strength is the unrivaled dedication of our teammates. Powered by more than 14,000 teammates worldwide, Owens & Minor delivers comfort and confidence behind the scenes so healthcare stays at the forefront. The contributions, experiences, and perspectives of all our teammates helps strengthen our company as we innovate and grow to serve our healthcare customers.

We appreciate your interest in joining Team O&M!