Who We Are:

As a privately held, U.S.-owned and operated company, Crowley provides services to 36 nations and island territories. Our purpose is to bravely advance what's possible to elevate people and planet, with our core values of Integrity, Sustainability and Drive guiding everything we do.

By expanding and innovating our services, we have expanded our footprint in services within the Logistics, Land Transportation, Shipping, Wind and Fuel industries. Crowley and its affiliated companies have generated more than $3.5 billion in annual revenue through our people's focus on excellence and a culture that values everyone's voices and collaboration.

To continue laying the groundwork and challenge what's possible for our business, we seek to partner with individuals ready to elevate their careers with us.

Work Arrangement:

Hybrid

What You'll Do:

Responsible for providing strategic HR leadership and serving as a trusted advisor and thought partner to senior executives, aligning people strategies with business priorities to drive organizational performance, growth, and cultural alignment. This role supports one or more business units and/or corporate functions and operates as a critical partner to business and functional leaders, ensuring talent strategies, organizational design, and workforce plans directly enable business outcomes. The Director brings an enterprise perspective, leveraging data, insights, strong business acumen, and digital dexterity to anticipate needs, guide transformation, and deliver integrated HR solutions that enhance effectiveness, agility, and long-term capability. The role actively leverages HR technology and digital collaboration tools to enhance workforce effectiveness and decision-making.

Key Responsibilities:

• Provides strategic partnership to senior business and functional leaders, acting as a trusted advisor and thought partner to align people strategies with business priorities, operational goals, and long-term growth objectives. Challenges and coaches leaders to make effective talent, organizational, and leadership decisions that drive performance and enable execution.

• Leads and develops a team of HR Business Partners who directly support business units and functions, ensuring alignment, consistency, and high-quality delivery of HR strategies and solutions across the organization. Provides direction, coaching, and mentorship beyond direct people leadership to strengthen capability, consulting effectiveness, and enterprise mindset.

• Partners closely with leaders to shape and execute organizational design and effectiveness strategies, ensuring clarity of structure, roles, decision rights, and accountabilities.

• Drives organization design efforts that optimize spans and layers, reduce complexity, and align resources to the highest-value work.

• Leads workforce planning efforts that translate business strategy into actionable talent plans, identifying capability gaps, critical roles, and future workforce needs. Partners explicitly with Finance evaluations to conduct workforce cost modeling, scenario analysis, and evaluate the people implications of business decisions.

• Builds and strengthens succession planning and leadership development strategies, ensuring a robust and diverse pipeline of talent for key roles.

• Coaches leaders to assess talent objectively, accelerate development, and increase bench strength across the organization.

• Facilitates leadership interventions and team effectiveness sessions focused on improving decision-making quality, collaboration, accountability, and leadership effectiveness.

• Partners closely with HR Centers of Excellence tailor and activate enterprise programs (e.g., talent management, compensation, performance management, learning) in ways that are relevant, practical, and impactful for the business, while maintaining enterprise consistency.

• Uses workforce data, analytics, and digital tools to inform decision-making, identify trends, anticipate risks, and translate insights into actions that improve organizational health and performance.

• Guides leaders through complex change initiatives, including organizational transformations, integrations, M& A activity, operating model shifts, and international expansion initiatives, ensuring change is thoughtfully designed and executed with strong leader alignment and employee engagement.

• Provides leadership on employee relations, risk mitigation, and compliance, ensuring issues are addressed effectively and in alignment with company values and legal requirements. Coaches leaders to navigate sensitive situations with sound judgment and consistency.

• Acts as an enterprise integrator, balancing business-specific needs with enterprise priorities, while serving as a cultural steward who promotes inclusive culture-building, accountability, and a "One Company" mindset across functions and business units.

Key focus areas of impact:

• Align talent strategy to business strategy to enable growth and performance.

• Drive organizational effectiveness through structure, role clarity, and decision-making clarity.

• Strengthen leadership capability, collaboration, and accountability across the organization.

• Build sustainable bench strength through succession and development planning.

• Enable change, transformation, and expansion with strong leader partnership and execution discipline.Education & Credentials:

Bachelor's degree in human resources, business, organizational development, or related field required. Master's degree or advanced certification (e.g., SHRM-SCP, SPHR, coaching credentials) preferred.

Experience:

10 years of progressive HR experience, with at least 3 years in a senior HRBP or HR leadership role. Proven ability to influence executives and drive organizational change in complex, global environments. Strong business acumen with experience integrating HR strategy into business planning. Experience supporting international operations and participating in business strategy development. Experience leading and developing HR Business Partner teams, including setting direction, coaching team members, and ensuring alignment to business priorities and enterprise HR strategies is required. Experience working in unionized environments is preferred.

Technical Skills:

Proficiency with Microsoft Office (Excel, Outlook, Word, PowerPoint). Experience with HR information and talent management systems. Demonstrated ability to leverage workforce analytics, HR technology, and digital collaboration tools.

Other:

• Ability to obtain DoD clearance, if needed.

• Ability to travel as necessary.

Competencies:

Strategic Agility - Anticipates trends and adapts people strategies to evolving business needs.

Cultural Stewardship - Champions inclusive, high-performance culture and values.

Performance & Rewards Alignment - Connects talent, performance, and rewards to business outcomes.

Operational Excellence - Ensures disciplined execution and consistent delivery of HR solutions.

Conflict Management - Effectively navigates complex employee relations and organizational challenges.

Digital Dexterity - Leverages HR technology, analytics, and digital tools to enhance workforce effectiveness.

What We Offer?

We inspire top talent by offering a comprehensive and competitive package that supports the diverse needs of our people-on land, at sea, in offices, and remotely.

Our Total Rewards include:

• Competitive pay with recognition programs

• Comprehensive benefits: medical, dental, and vision insurance, life and disability coverage, and paid vacation and holidays

• Leave and family support: parental leave and sick leave

• Learning and growth: access to training and development for continuous skill development

• Well-being resources: Employee Assistance Program, wellness program, and gym membership discounts

At Crowley, we invest in you-your success, your health, and your future.