The Corporate HR Director will serve as the strategic lead for human resources across the organization’s US and Mexico operations, with a primary focus on the US corporate office and high-level oversight of the three Maquiladora plants in Mexico.
The central mandate of this role is the comprehensive review, development, and implementation of company-wide policies to ensure consistency, legal compliance, and operational excellence. While a Mexico-based HR Director manages day-to-day plant operations, this position ensures that corporate standards are harmonized across all borders.
Core Responsibilities
1. Policy Governance & Compliance
Policy Development & Proliferation: Review existing policies and create a unified corporate framework. Ensure all policies are culturally and legally adapted for both US and Mexico jurisdictions.
Employee Handbook: Review current Employee Handbook, ensuring it reflects current labor US laws and aligns with Maquila operational requirements.
Governmental Compliance: Ensure the organization meets all federal and state requirements (EEOC, FLSA, FMLA).
Safety & Risk Management: Oversee workplace safety protocols and workers' compensation programs.
2. Global Talent & Workforce Management
Immigration Management: Lead the process for international transfers and new hires, managing visas (H-1B, TN, etc.) and work authorizations for talent moving to the US.
Recruitment & Relocation: Oversee executive and corporate staffing. Manage the relocation lifecycle for employees moving between international sites.
Onboarding & Offboarding: Standardize the "employee journey" to ensure professional experience from day one to exit.
Global Manpower Reporting: Maintain a "Master View" of the global workforce, tracking headcount and labor costs across US and Mexico plants.
3. Operational Excellence & Systems
HR Dashboard & Analytics: Develop and monitor KPIs (turnover, time-to-hire, diversity metrics) to provide data-driven insights to leadership.
Avetta Management: Ensure compliance and documentation for contractors and suppliers through the Avetta platform.
HR Issue Tracking: Implement systems to log and resolve employee relations issues, grievances, and internal inquiries efficiently.
4. Employee Lifecycle & Performance
Performance Appraisals: Design and execute the annual performance review cycle to drive a high-performance culture.
Training & Development: Identify skill gaps and implement leadership and technical training programs.
Disciplinary Actions: Play key role on complex disciplinary matters, ensuring fairness and legal defensibility.
Employee Recognition: Create programs to reward tenure, performance, and innovation.
5. Total Rewards
Employee Benefits: Strategize and manage US-based health, dental, and retirement (401k) plans, ensuring competitive positioning in the Texas market.
Strategic Impact
The successful candidate will move the HR department from a reactive administrative function to a proactive corporate driver. By standardizing policies, procedures, processes and compliance, this role will minimize legal risk and foster a unified company culture across North America.
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