Senior Director of HR and People Analytics

About the role and about you

Discover a career at Depot Connect International (DCI), a global leader in the Tank/ISO Tank Container Services and Tank Trailer Parts industry. We're more than just a service provider; we're a unified team combining the expertise of industry leaders Quala, Boasso Global, and PSC. Headquartered in Tampa, Florida, with over 160 locations worldwide, our team of over 3,500 employees excels in offering a multitude of mission-critical services.

The Senior Director of HR and People Analytics will be an innovative leader and business partner who will closely collaborate with key organizational leaders and C-Suite to ensure that what happens in the workforce is always connected to its impact on business results. The successful candidate will create collaboration and consensus across the senior leadership team, the HR community, FP&A, IT and the business in regard to performance analytics, including communication of performance results to stakeholders. They explain findings from the data and translate recommendations.

Where you’ll work

• Channelside, Tampa, FL (on site 4 days per week)

Who you’ll report to

• Chief People Officer

What you’ll do

Human Resources Business Partner

• Partner with executive leadership to design and execute HR strategies that align with organizational goals and values.
• Lead initiatives that support culture building, employee engagement, and organizational effectiveness.
• Oversee employee relations, conflict resolution, and workplace practices to ensure a positive and legally compliant work environment.
• Ensure compliance with employment laws, HR policies, and regulatory requirements.
• Champion internal communication efforts to ensure clarity, transparency, and alignment across the organization.
• Provides proactive and insightful advice and guidance to leaders related to HR processes and programs.
• Drives the implementation, execution, and ongoing management of key processes tied to the talent lifecycle.
• Provides trusted advice and coaching to senior executive leaders and serves as a strategic catalyst and change champion. Effectively challenges senior executive leaders and delivers difficult messages as needed.

• Collaborate with executive leadership to define the organization’s long-term mission and goals; identify ways to support this mission through talent management.
• Develop and execute a strategic workforce plan along with a people strategy to advance critical business imperatives and drive the attraction, development, and retention of our talent.
• Collaborate with the FP&A team to lead HR strategic workforce planning, forecast and scenario modeling based on current business levels and future growth plans.
• Identify key performance indicators for the company's human resource and talent management functions; assesses the organization’s success and market competitiveness based on these metrics
• Own and facilitate talent processes for the organization, including developing a deep understanding of key talent; facilitating talent sharing efforts across functions, departments, teams, etc., to create talent development opportunities
• Develop, implement, and oversee the company's performance management system to effectively align yearly company objectives with departmental and individual goals
• Drive and execute succession planning within the organization, focusing on critical roles, developing talent maps and re-enforcing follow up on development plans and actions
• Partner with the HR team on key people initiatives to include employee engagement talent assessment, talent development, leadership development, succession planning, organizational effectiveness, and performance management
• Supports business with career pathing
• Develop and provide leadership development opportunities across the organization to improve the leadership effectiveness equation
• Responsible for leadership development programs

People Analytics

• Promote a data-driven culture by managing performance analytics governance, ensuring all projects are prioritized by business value and aligned with other analytics projects in the organization.
• Support C-Suite in the creation and communication of performance results for stakeholders.
• Works across all departments to achieve company-wide alignment on KPIs and work with them to bring in business outcome data rapidly to the performance analytics solutions and show the workforce contribution to business outcomes.
• Partner with the HR team on key people initiatives to include employee engagement talent assessment, talent development, leadership development, succession planning, diversity, equity and inclusion, organizational effectiveness, and performance management
• Weekly headcount reporting
• Staffing metrics and performance

What you’ll need

• Master’s degree/bachelor
• 10+ years of human resource management experience
• Entrepreneurial mindset
• Talent management, and business partner experience required
• Experience working in a high-growth startup environment is desired
• Experience in shaping innovative business-focused talent programs
• Passionate about cultivating talent and their ability to achieve top performance
• Excellent verbal and written communication skills
• Excellent interpersonal and conflict resolution skills
• Excellent organizational skills and attention to detail
• Strong analytical and problem-solving skills – analytical thinker with creative tendencies
• Possess a sense of urgency and attention to detail
• Strong supervisory and leadership skills
• Knowledge of and experience with ADP WorkForce Now (HRIS) (DayForce HCM a plus)
• Proficient with Tableau, Microsoft Office Suite or related software
• Reporting and analytics skills, plus Excel knowledge required
• Demonstrated success in creating strategic plans and managing stakeholders to achieve and sustain business improvement and results
• Inclusive and supportive program management skills
• Experience in managing senior-level stakeholder relationships both internally and externally
• Active listener, able to see all sides of an issue and balance policy/process with solutions mindset
• Ability to leverage data to drive decision-making and action
• Demonstrated experience in creating, improving, and streamlining processes
• Understanding of how to lead, communicate and implement organizational change
• Sound judgment and the ability to handle sensitive and confidential information with discretion