Job Description:

Company Overview

ITW Global Brands Retail Shared Services (RSS) is a shared commercial and operational organization within ITW’s Polymers & Fluids Segment and Automotive Aftermarket platform. Operating in a matrixed, multi-division environment, RSS partners across businesses including Car Care, Engine Repair and Global Tire Repair to deliver a unified, “one face to the customer” approach.

RSS provides best-in-class commercial capabilities and customer centric solutions across retail, eCommerce and strategic channel partners. The organization supports leading aftermarket brands including Rain-X, Permatex, Fix-a-Flat, Black Magic, Spray Nine and Evercoat while enabling growth through integrated sales, customer service, logistics, IT, finance and sales support functions.

Through close collaboration with division and platform leadership, RSS helps accelerate profitable growth, strengthen customer relationships and drive operational excellence across the Automotive Aftermarket platform.

Position Summary

The Human Resources Director serves as the strategic HR business partner for Retail Shared Services (RSS) partnering closely with the VP of Sales and RSS Leadership Team to drive organizational effectiveness, talent development, culture and business performance.

This role develops and executes people strategies that support business growth, organizational transformation and operational excellence across a geographically dispersed commercial and support organization. The Human Resources Director provides strategic leadership in organizational effectiveness, talent management, succession planning, leadership development, compensation, employee relations and change management while ensuring alignment with the ITW Business Model and enterprise HR strategies.

As a trusted advisor to leaders across RSS and the Automotive Aftermarket platform, this role combines strategic leadership with hands-on execution to build organizational capability, strengthen leadership effectiveness and drive business results.

Key Responsibilities

Strategic Business Partnership

• Partner with the VP of Sales and RSS Leadership Team to develop and execute people strategies that support business objectives, growth plans and organizational priorities.
• Develop a deep understanding of the business, customers, channels and growth drivers to provide strategic HR leadership and guidance.
• Identify organizational implications of business strategies and develop plans that strengthen capability, effectiveness and execution.
• Lead change management efforts that support organizational transformation and evolving business needs.

Talent Management & Leadership Development

• Drive a strong culture of talent management and leadership development to strengthen organizational capability and future leadership readiness.
• Lead talent reviews, succession planning and workforce planning processes to ensure readiness for current and future business needs.
• Develop deep understanding of organizational talent and leadership capability to inform talent investment and succession decisions.
• Coach leaders on talent assessment, performance management, employee development and leadership effectiveness.
• Develop and execute talent action plans that strengthen leadership pipelines and accelerate readiness for key and critical positions.

Organizational Effectiveness & Culture

• Partner with leadership to optimize organizational structure, team effectiveness and workforce alignment to support business objectives and organizational growth.
• Support execution of ITW principles including 80/20 Front-to-Back and Strategic Sales Excellence initiatives.
• Foster a high performance culture that promotes accountability, collaboration and continuous improvement.
• Lead employee engagement efforts and help shape a positive employee experience across a largely remote organization.
• Advise leaders on employee relations matters and proactively identify trends or issues that may impact engagement, performance, or organizational effectiveness.

Compensation & Performance

• Partner with leaders on compensation planning, performance management and reward programs that support business objectives.
• Provide expertise in sales incentive plans, performance measurement and talent investment decisions.
• Support annual compensation processes including merit planning, organizational reviews and market assessments.

Other Duties

• Support other projects and initiatives as assigned.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business, Organizational Development, or related field required.
• Master's degree and/or professional HR certification preferred.
• 7+ years of progressive HR leadership experience.
• Experience across multiple HR disciplines including talent management, organizational development, compensation, employee relations, leadership coaching and change management.
• Demonstrated success partnering with senior leaders to drive organizational effectiveness and business results.
• Strong business acumen with the ability to analyze data, identify trends and translate insights into actionable recommendations.
• Proven experience leading organizational change, talent management and succession planning and leadership development initiatives.
• Experience supporting incentive compensation and performance based reward programs preferred.
• Experience working within a matrixed, multi-location organization.
• Experience supporting commercial, sales, or customer facing organizations preferred.
• Willingness to travel.

Compensation Information:

We believe our people are our greatest asset. That’s why we invest in creating an environment where you can thrive both personally and professionally. For more details, visit our Benefits page.

In addition, our benefits include paid vacation, sick, holiday and parental leave. Base salary range for this position is $130,000-$150,000. This position is also eligible to participate in the bonus management incentive program. Please note that this salary information serves as a general guideline. Company considers various factors when extending an offer including but not limited to the scope and responsibilities of the position, the candidate's work experience, education and training, key skills, as well as market and business considerations.

ITW is an equal opportunity employer. We value our colleagues’ unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential. 

As an equal employment opportunity employer, ITW is committed to equal employment opportunity and fair treatment for employees, beginning with the hiring process and continuing through all aspects of the employment relationship. 

All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected Veteran status or any other characteristic protected by applicable federal, state, or local laws.