Senior Human Resources Director

nVent; Saint Louis Park (MN); On-site; USD 204,000 - 304,000; Full time

Benefits offered by this job

Medical insurance

Dental insurance

Vision insurance

401(k) with company match

Paid time off

Tuition reimbursement

Well-being program

Employee stock purchase plan

Job summary

nVent, a global leader in electrical connections and protection, seeks a Senior Human Resources Director to drive the people strategy for its ISC organization. This role partners with site leaders and enterprise HR to align talent, organization design, culture, and workforce planning with business goals.

Based in Minnesota, travel to manufacturing sites is required. You will lead multi-site HR operations, coach leaders, and champion employee experience, with a focus on productivity, safety, and

Qualifications

• Bachelor's degree in HR, Business Administration, Industrial/Labor Relations, Organizational Development or related field; advanced degree or HR certification preferred.
• 10+ years of progressive HR experience, including significant experience supporting manufacturing, operations, supply chain, or industrial environments.
• Experience supporting multi-site manufacturing operations, including plant leadership partnership, workforce planning, employee relations, and operational talent strategies.
• Demonstrated success as a strategic HR business partner to senior leaders in a complex, matrixed, global organization.
• Experience leading, coaching, or influencing geographically dispersed HR teams and building consistent HR practices across locations.
• Strong understanding of employee relations, labor relations, compliance, organizational design, change management, performance management, succession planning, and talent development.
• Exceptional communication, negotiation, and interpersonal skills.
• Ability to travel regularly to manufacturing sites and periodically internationally.
• Strategic and operational thinker with ability to connect long-term business strategy to execution across plants.
• Enterprise mindset with emphasis on scalable HR processes and continuous improvement.

Responsibilities

• Advise ISC leadership as strategic business partner.
• Translate ISC business priorities into integrated people strategies supporting growth and engagement.
• Lead HR support for multi-site manufacturing operations.
• Coach plant HR teams and site leaders for consistent HR execution.
• Build workforce and talent strategies enabling operational performance.
• Lead workforce planning, succession planning, and talent movement.
• Drive change management for organizational transformation and growth.
• Partner on organization design and operating model changes.
• Strengthen leadership capability and employee experience.
• Utilize HR analytics to inform staffing and productivity decisions.

Skills

Strategic HR partner

Leadership

Change management

Employee relations

Talent development

Organization design

HR analytics

Communication

Labor relations

Financial acumen

Education

Bachelor's degree in HR

HR certification

Job description

We’re looking for people who put their innovation to work to advance our success - and their own. Join an organization that ensures a more secure world through connecting and protecting our customers with inventive electrical solutions. The Senior Human Resources Director is a key HR leadership role responsible for driving the people strategy across our global ISC organization for nVent’s Electrical Connections Business Segment. Reporting directly to the VP of Human Resources, this role serves as a strategic business partner to ISC leadership, ensuring alignment of HR initiatives with business goals. The HR Director will partner closely with site leaders, global ISC leadership, HR COEs and enterprise partners to align talent, organization design, culture, employee relations and workforce planning priorities with business objectives.

WHAT YOU WILL EXPERIENCE IN THIS POSITION:

• Serve as a strategic advisor and business partner to ISC leadership.
• Translate ISC business priorities into integrated people strategies that support growth, productivity, safety, quality, cost and employee engagement.
• Lead HR support for multi-site manufacturing operations.
• Provide direction, coaching, and support to plant HR teams and site leaders, ensuring consistent execution of HR practices and strong local partnership.
• Build workforce and talent strategies that enable operational performance.
• Lead workforce planning, capability assessment, critical role identification, succession planning, and talent movement to ensure the organization has the leadership, skills, and capacity needed to meet business commitments.
• Lead change management efforts in support of organizational transformation and growth.
• Partner with ISC leaders on organization design, operating model changes, restructuring, integration, footprint optimization, and change management efforts that improve scalability and performance.
• Strengthen leadership capability.
• Coach site leaders, functional leaders, and HR partners on leadership effectiveness, performance management, team health, employee engagement, and culture-building practices.
• Champion employee experience, engagement, and retention.
• Use engagement data, employee listening, site visits, and workforce metrics to identify root causes, improve retention, and create action plans that strengthen the employee experience.
• Provide leadership on employee relations and labor relations.
• Ensure fair, consistent, and compliant practices across sites; guide complex employee relations matters; and support positive labor relations strategies where applicable.
• Drive the development and implementation of standardized, scalable processes that empower operational excellence across the organization.
• Partner with HR COEs to implement consistent processes across sites, including talent acquisition, onboarding, career development, performance management, compensation, benefits, compliance, and HR systems.
• Leverage HR analytics and metrics to inform business decisions and drive continuous improvement.
• Translate HR, workforce, and business metrics into insights and actions that improve staffing, productivity, retention, leadership effectiveness, and organizational health.
• Foster a culture of innovation, accountability, and continuous improvement.
• Promote accountability, inclusion, respect, teamwork, continuous improvement, and a strong focus on the customer and employee experience.

YOU HAVE:

• Bachelor’s degree in Human Resources, Business Administration, Industrial/Labor Relations, Organizational Development, or a related field; advanced degree or HR certification preferred.
• 10+ years of progressive HR experience, including significant experience supporting manufacturing, operations, supply chain, or industrial environments.
• Experience supporting multi-site manufacturing operations, including plant leadership partnership, workforce planning, employee relations, and operational talent strategies.
• Demonstrated success as a strategic HR business partner to senior leaders in a complex, matrixed, global organization.
• Experience leading, coaching, or influencing geographically dispersed HR teams and building consistent HR practices across locations.
• Strong understanding of employee relations, labor relations, compliance, organizational design, change management, performance management, succession planning, and talent development.
• Exceptional communication, negotiation, and interpersonal skills.
• Ability to connect business strategy to people priorities and translate complex business needs into clear, actionable HR plans.
• Strong business and financial acumen, with the ability to understand manufacturing drivers such as productivity, labor efficiency, quality, safety, service, cost, and capacity.
• Strong analytical capability and comfort using HR and business metrics to diagnose issues, identify trends, and recommend practical solutions.
• Excellent communication, executive presence, coaching, influencing, and problem-solving skills.
• Ability to travel regularly to manufacturing sites and periodically internationally, as business needs require.
• Strategic and operational thinker: Able to connect long-term business strategy with practical execution across plants and functions.
• Influential business partner: Builds credibility with senior leaders, plant leaders, HR partners, and cross-functional stakeholders through sound judgment and clear recommendations.
• Change leader: Leads through ambiguity, drives alignment, and supports leaders and employees through transformation with empathy and discipline.
• Talent builder: Develops leaders, strengthens succession pipelines, and creates opportunities for talent movement across the organization.
• Enterprise mindset: Balances local site needs with global standards, scalable processes, and the broader strategic direction of the business.
• Continuous improvement orientation: Looks for ways to simplify, standardize, and improve HR processes and workforce outcomes.

WE HAVE:

A dynamic global reach with diverse operations around the world that will stretch your abilities, provide plentiful career opportunities, and allow you to make an impact every day nVent is a leading global provider of electrical connection and protection solutions. We believe our inventive electrical solutions enable safer systems and ensure a more secure world. We design, manufacture, market, install and service high performance products and solutions that connect and protect some of the world's most sensitive equipment, buildings and critical processes. We offer a comprehensive range of systems protection and electrical connections solutions across industry-leading brands that are recognized globally for quality, reliability and innovation. Our principal office is in London and our management office in the United States is in Minneapolis. Our robust portfolio of leading electrical product brands dates back more than 100 years and includes nVent CADDY, ERICO, HOFFMAN, ILSCO, SCHROFF and TRACHTE. Learn more at www.nvent.com. Commitment to strengthen communities where our employees live and work We encourage and support the philanthropic activities of our employees worldwide Through our nVent in Action matching program, we provide funds to nonprofit and educational organizations where our employees volunteer or donate money Core values that shape our culture and drive us to deliver the best for our employees and our customers. We’re known for being: Innovative & adaptable Dedicated to absolute integrity Focused on the customer first Respectful and team oriented Optimistic and energizing Accountable for performance

Benefits to support the lives of our employees Pay Transparency nVent’s pay scale is based on the expected range of base pay for this job and the employee’s work location. Employee pay within this range will be based on a combination of factors including knowledge, skills, abilities, experience, education, and performance. Where federal, state, or local minimum wage requirements exist, employee pay will comply. Compensation Range: $204,400.00 - $304,000.00 Depending on the position offered, employee may be eligible for other forms of compensation, such as annual incentives.

Benefit Overview At nVent, we value our people and their health and well-being. We provide a broad benefits package with meaningful programs for eligible full-time employees that includes: Medical, dental, and vision plans along with flexible spending accounts, short-term and long-term disability benefits, critical illness, accident insurance and life insurance. A 401(k) retirement plan and an employee stock purchase plan - both include a company match. Other supplemental benefits may include tuition reimbursement, caregiver, personal and parental leave, back-up care services, paid time off including volunteer time, a well-being program, and/or legal & identity theft protection.

Inclusion and diversity means that we celebrate and encourage each other’s authenticity because we understand that uniqueness sparks growth. #LI-AM1 #LI-Hybrid

At nVent, we are committed to equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by national, federal, state or local law.