Senior Human Resources Director

About this role

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 a

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