Sr. Director, Human Resources

NXTPoint Logistics provides a complete range of end-to-end supply chain solutions spanning from distribution, warehousing and fulfillment to managed logistics, transportation and final mile delivery. It leverages broad 3PL capabilities, market-leading technology and deep vertical industry expertise to help both large and small clients reach greater levels of efficiency, service and profitability. With over 30 owned facilities, more than 3.5 million square feet of warehouse space and an extensive partner network, NXTPoint Logistics offers the broad capabilities and reach of a large 3PL company while maintaining its commitment to being the most flexible and responsive provider in the industry. Learn more at nxtpointlogistics.com.

Position Summary

The Sr. Director, Human Resources is the senior people leader for NXTPoint Logistics, an approximately $250 million third party logistics company with over 850 teammates in more than 35 locations around the United States. The VP will be part of the NXTPoint Leadership Team. The role translates business strategy into an integrated people agenda that supports our Pillars of Excellence – Customer, Operational, Product and People. The strategy will enable profitable growth, operational execution, leadership capability, workforce readiness, and an engaged, accountable culture.

Working in close partnership with the President of NXTPoint Logistics and reporting to the Chief People Officer of The Suddath Companies, this leader owns business-unit HR strategy and day-to-day HR execution. The role leads the business unit’s HR team and partners with enterprise HR central services to deliver consistent, scalable solutions across talent acquisition, workforce planning, learning and development, employee engagement, employee relations, talent management, change leadership, and HR governance.

Key ResponsibilitiesStrategic People & Business Leadership

· Serve as a strategic advisor to the President and senior leadership team, bringing a people, organization, and workforce perspective to business decisions, growth plans, operating priorities, and risk management.

· Develop and execute an annual and multi-year people strategy aligned with the business objectives and The Suddath Companies enterprise HR strategy.

· Translate business plans into clear talent, organization, capability, culture, and workforce priorities with measurable outcomes, owners, milestones, and regular executive reporting.

· Use workforce, talent, and financial data to identify trends, test assumptions, prioritize investment, and recommend practical actions that improve business performance.

· Provide executive coaching and counsel that strengthens leadership effectiveness, decision quality, accountability, and organizational health.

Workforce Planning, Talent Acquisition & Onboarding

· Lead workforce planning in partnership with operations and finance, including demand forecasting, labor capacity, critical-role analysis, staffing scenarios, and succession risks.

· Own talent acquisition strategy and execution including recruiting priorities, selection quality, hiring-manager capability, candidate experience, time-to-fill, and onboarding readiness.

· Establish scalable recruiting and onboarding practices that support growth, new operations, acquisitions, seasonal demand, and hard-to-fill roles.

· Review recruitment and labor metrics routinely, remove operational barriers, and hold the HR team and business leaders accountable for timely decisions and disciplined execution.

· Create onboarding processes with defined tasks within the first 30, 60 and 90 days to ensure discipline and governance within the business unit.

Talent Management, Succession & Leadership Development

· Lead the talent cycle, including goal alignment, performance management, talent reviews, succession planning, development planning, and retention actions for critical talent.

· Build succession depth for key leadership and operational roles, identify readiness gaps, and maintain actionable development and contingency plans.

· Partner with enterprise learning resources and business leaders to define capability needs and implement targeted leadership, technical, compliance, and frontline development solutions.

· Coach leaders to address performance issues promptly, differentiate talent, strengthen bench capability, and create meaningful career pathways.

· Be proactively engaged with leaders from the outset of performance management challenges.

Culture, Engagement, Employee Relations & Change

· Shape and reinforce a high-performance, people-centered culture grounded in accountability, collaboration, safety, service, and operational excellence.

· Lead employee engagement strategy, convert feedback into practical action plans, and monitor follow-through and business impact.

· Serve as the senior employee-relations leader ensuring concerns, investigations, corrective actions, and workplace issues are addressed consistently, promptly, and in partnership with the Chief People Officer and Legal, as appropriate.

· Lead the people workstream for major business changes, integrations, organization redesigns, technology implementations, and communications affecting employees.

· Develop clear change, stakeholder, communication, and adoption plans that help leaders and employees move from decision to sustained execution.

HR Operations, Governance & Enterprise Partnership

· Ensure HR policies, practices, systems, records, and controls are effectively implemented and maintained across operations.

· Partner with central HR services to deliver aligned and reliable support across total rewards, payroll, benefits, HR technology, compliance, and other enterprise programs.

· Clarify service-delivery roles, escalation paths, operating rhythms, and handoffs between the business unit’s HR team, business leaders, and enterprise HR partners.

· Monitor compliance with applicable employment requirements, company policies, and governance standards; identify risk early and implement corrective action.

· Establish practical HR operating reviews and dashboards that track commitments, service quality, workforce outcomes, risks, and priorities.

HR Team Leadership

· Lead, organize, coach, and develop the business unit’s HR team to deliver credible business partnership and consistent operational execution.

· Set clear priorities, decision rights, service expectations, performance standards, and development goals for the HR team.

· Build a collaborative, solutions-oriented team that balances strategic thinking with timely, hands-on support to leaders and employees.

· Create succession and capability plans for the HR function and deploy resources to the highest-value business priorities.

Required QualificationsEducation & Experience

· Bachelor’s degree in human resources, business, or a related field required; master's degree or MBA preferred.

· At least 15 years of progressive HR experience, including a minimum of 5 years in a senior HR leadership role.

· Experience leading an HR team and partnering with corporate or shared-services functions in a multi-site, operational environment.

· Logistics, transportation, warehousing, distribution, or related industry experience preferred.

· Demonstrated success developing strategy and converting it into disciplined, measurable execution.

Functional & Leadership Capabilities

· Depth across talent strategy, organizational effectiveness and development, employee and labor relations, workforce planning, talent acquisition, performance management, and total rewards.

· Expertise in change leadership, culture transformation, organization design, and executive coaching.

· Strong business, financial, digital, and data acumen with the ability to connect people decisions to operational and financial outcomes.

· Executive presence and sound judgment, with the ability to influence, challenge constructively, communicate with clarity, and build trust across diverse stakeholder groups.

· Practical, results-driven leadership style with the capacity to move between enterprise strategy, business-unit priorities, and hands-on execution.

Supervisory Responsibilities:

The position is expected to lead the human resources team members supporting the business unit.

Other Duties & Responsibilities:

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Education & Experience:

• Bachelor’s degree in human resources, business, supply chain management, operations management or a related field. Master’s preferred.
• Executive leadership experience in a complex, multi-business, multi-location, or geographically dispersed organization.
• Demonstrated experience developing learning and development and talent plans.
• Demonstrated success leading large-scale change.
• Strong financial acumen, including business-case development, investment prioritization, cost management, and benefit realization.
• Demonstrated ability to communicate effectively with executive leadership and all levels of employees.

TRAVEL:

• Travel as required up to 50% of the time (but normally 10-25%)

Language Skills:

• Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.
• Ability to write routine reports.
• Ability to speak effectively before groups of customers or employees of organization.
• Excellent written and verbal communication skills.

Mathematical Skills:

• Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume.
• Ability to apply concepts of basic algebra.

Reasoning Ability:

• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
• Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

Computer Operations:

• To perform this job successfully, an individual should have strong knowledge of Microsoft Office Suite, and the ability to learn and effectively use software applications such as move management, accounting/billing, HRIS, timekeeping and other applications used in the performance of job duties.

Planning/Organization:

• Ability to prioritize and re-prioritize as situations and needs change throughout the workday
• Ability to multi-task and organize workflow to manage daily responsibilities, meet deadlines and prioritize work.

Certificates/Licenses/Registrations:

• None required.

Working Conditions:

• Cubicle working environment
• Noise level in the work environment is usually moderate

Physical/Environmental Demands:Activity:

• Stand - Under 1/3 Time
• Walk - Under 1/3 Time
• Sit – Over 2/3 Time
• Use hands to finger, handle, or feel - Over 2/3 Time
• Reach with hands and arms – 1/3 to 2/3 Time
• Climb or balance – None
• Stoop, kneel, crouch or crawl – Under 1/3 Time
• Talk or hear – over 1/3 to 2/3 time
• Taste or smell – None
• Other - None

Physical Activity Level:

• The employee must occasionally lift and/or move up to 10 pounds.
• While performing the duties of this Job, the employee is regularly required to sit; use hands to finger, handle, or feel and talk or hear.
• The employee is occasionally required to reach with hands and arms.

Manual Dexterity:

• Manual dexterity sufficient to reach/handle items, works with the fingers, and perceives attributes of objects and materials.

Special Vision Requirements:

• Specific vision abilities required by this job include close vision and ability to adjust focus.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity,
national origin, disability, or status as a protected veteran.