Director, Human Resources

• Serves as a proactive, strategic, trusted advisor and consultative partner to the business in its US and Mexico operations to ensure an enterprise approach in how we provide HR services where applicable.
• Actively measures and monitors the success of the organizational & talent development and performance management programs to ensure consistency and effectiveness. Communicates findings in a clear, objective and succinct way, along with recommendations for improvement.
• Oversees and actively participates in full-cycle recruiting and selection to ensure Breg continues to proactively attract and hire top talent that are both a behavioral and technical match for the role.
• Serves as a talent consultant and facilitator to ensure strong talent and succession pipelines for critical organizational roles and key competency gaps across the organization.
• Ensures all new hires have a robust onboarding plan and experience that supports their decision to join Breg, works with hiring leaders to integrate them into the team and leverages their ability to begin producing meaningful results within their first 30, 60-90 days.
• May oversee and actively participates in the management and maintenance of the Human Resource Information System (HRIS), Learning Management System (LMS) and Compensation systems.

• Oversees all data collection, analysis and reporting for the HR scorecard and other related functional metrics.
• Strategically and tactically gathers and examines data analytics and produces an in-depth understanding of monthly and YoY trends in a variety of areas that impact engagement, retention and employee relations.
• Oversees and actively participates in the management of compensation systems, including compensation philosophy relevance with changes in the employment market, analyzing market data to determine salary ranges for organization and recommending compensation adjustment to management.
• Provides consultative guidance to leaders for compensation changes due to newly created positions, promotions, raises, commissions and bonuses.
• Oversees annual organizational market-based compensation reviews and annual bonus calculations to ensure internal equity, market comparison and pay inflation/compression.
• Oversees and actively participates in providing strategic and tactical HR advisory support for complex and routine employee-related-issues and activities.

• Escalates more complex issues to HR Executive to collaborate on most appropriate approach for the best possible outcome.
• Interacts with and counsels employees and leaders regarding factors or situations that affect morale, performance, efficiency, and employee/leader relationships. Actively listens and supports the process of discovering possible solutions and courses of action for problem/conflict resolution.
• Supports business leaders with organizational capability and capacity, strategic workforce planning, organizational design, reporting structures, roles/responsibilities, span of control, and employee engagement required to achieve desired business objectives.
• Supports leaders in conducting operational reviews of their areas as well as the related change process that may follow: building a business case for change, identifying the primary stakeholders, mapping out the steps/process/who will do what/by when, creating a communication plan and ‘talk tracks’ and how information will cascade to all who need to know, navigating potential conflicts and how they will be resolved, gaining team buy-in, and post action assessment.
• Proactively oversees/completes complex/routine, cross functional projects on time and within budget.
• Participates in the development and management of the HR/Training budgets.
• Serves as an ad hoc trainer for the organization on a variety of HR processes/topics, leadership and cultural topics; specifically, SLII, Culture of Accountability and Predictive Index.
• Ensures compliance with all federal, country, state and local legislation relating to compensation, benefits, and employment practices for all Breg locations.
• Leadership responsibilities include the selection, development, performance management and continuous recalibration of staff; ensures appropriate staffing levels and resource allocation; performs administrative tasks associated with timekeeping, pay, performance, policy administration and other matters related to employment.
• Assesses staff and provides timely and consistent feedback regarding technical proficiency and effectiveness. Provides constructive feedback, guidance, and reinforcement to employees regarding job performance. Works with staff to identify work goals and create individual development plans. Evaluates training programs to ensure content meets staff needs.

• 10+ years of Human Resources experience with at least 5+ years in a leadership role.
• Bachelor’s degree in Business Management, Human Resources or other related field required; Master’s degree a plus.
• Current PHR/SPHR and ACC/PCC highly desired.
• Must have experience working with company senior leadership on a variety of business issues including talent, compensation and change management.
• Strong Human Resources Generalist skills (Talent, Compensation, Benefits, Organizational Development and Design, Employee Relations, Change Management) required.
• HRIS experience of moderate to advanced complexity required; previous (UKG) UltiPro experience highly desired.
• Computer proficiency to include web browser/internet search, MS Outlook, Word, Excel, and Power Point capabilities. Technical competence includes the ability to learn new software and systems.
• A passion for innovation and a commitment to Breg’s mission to Keep Moving Forward.

• Comprehensive Benefits: Medical, dental, vision, disability, and life insurance, effective the first of the month after hire.
• Work-Life Balance: Paid Time Off (PTO) and company-paid holidays.
• Growth & Development: Opportunities for professional advancement within a company that values your contributions.
• Commitment to Diversity & Inclusion: Breg is proud to be an Equal Employment Opportunity employer, fostering a diverse and inclusive workplace.
• For more information regarding Company benefits, please see

• This position will be required to travel to other sites and/or to corporate facilities 25-50% of the time including

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