Do you want to play a pivotal role in shaping the organizational culture, enhancing employee engagement, and driving strategic talent and change initiatives? Do you love collaborating closely with senior leadership and cross-functional teams?  Winnebago Outdoors is seeking a Human Resource Director based in Forest City, IA. This role will report to the Vice President of HR, Admin & Security for Winnebago Outdoors.  This position will support the non-operations functions across the Motorized business unit and will lead efforts to attract, develop, and retain top talent while fostering a workplace environment that fosters innovation, collaboration, and continuous improvement. 

Key Responsibilities: 

• Provide strategic thought leadership and expertise while driving framework and programs that support a high-performance culture by accelerating the development of talent and increasing employee engagement.
• Partner with HR Business Partners and business leaders to develop strategies and recommend actions that address challenges and drive stronger business outcomes.  Work collaboratively across the HR team to maximize systems, tools, and other resources for HR teams, leaders, and employees.  
• Lead efforts toward strengthening employee engagement, including engagement surveys, action planning, and leadership development and resources to drive accountability and sustain momentum toward leading engaged teams.
• Partner with Enterprise Talent Acquisition to develop and implement strategic recruitment plans to attract top-tier talent for non-operational roles, including but not limited to finance, engineering, marketing, and administrative functions.
• Partner with departmental leaders to assess workforce needs, identify skill gaps, and create talent development plans to support career progression and succession planning.
• Champion diversity, equity, and inclusion efforts to create a workplace culture that celebrates differences and fosters belongingness for all employees.
• Administer performance management systems and processes to align individual goals with organizational objectives, foster accountability, and recognize high performers.
• Provide guidance and support to managers in conducting performance evaluations, setting performance goals, and delivering constructive feedback and coaching to employees.
• Lead change management initiatives to drive organizational transformation, including process improvements, technology implementations, and cultural shifts.
• Develop communication plans, training programs, and stakeholder engagement strategies to facilitate smooth transitions and mitigate resistance to change.
• Monitor the impact of change initiatives, collect feedback, and adjust as needed to ensure successful implementation and adoption.
• Ensure compliance with relevant employment laws, regulations, and company policies, maintaining accurate records and documentation as required.
• Lead ongoing evolution of continuous performance management framework for the functions and process across the enterprise, with an emphasis on setting clear goals, connecting with employees to provide ongoing feedback and coaching, and promoting development.
• Lead the ongoing evolution of talent review and succession planning for the functions, including approach, resources, and process that supports a consistent approach across the enterprise.
• Identify opportunities and develop recommendations for utilizing outside resources to support development and delivery of programs and solutions. Sources vendors and oversees quality of products and services delivered. 
• Participate in annual planning and connect talent management priorities to company strategies.
• Lead or facilitate OCM people-related activities on a high-complexity, transformational, or program-wide change. 
• Work directly with sponsors/business owners of the change; understand goals for the change and be able to translate them into impacts to the organization. 
• Work in concert with the BPE team to help mature the discipline through observation of areas in need of improvement and suggestions for maturing the processes or tools. 
• Educate and support leaders in assessing and managing risks based on adoption of change, audience readiness for the change including identifying people-side risks and anticipated points of resistance; evaluate the results and present findings. 
• Partner with key leaders in developing an actionable change management strategy for the change based on situational awareness. 
• Oversee deliverables against the communication plan, crafting or coordinating clearly articulated messages that prepare and motivate users for adopting the change.
• Identify resistance and/or performance gaps, and work to develop and implement responsive actions.  

About You

Our organization is in a state of transformation and requires someone who thrives in an ambiguous and changing environment, and is passionate about the opportunity to build a foundation for the future.  This position requires the ability to be both strategic and execute down to the detailed level.  We are looking for someone with who approaches challenges with energy, curiosity, creativity, and open-mindedness.  

• Bachelor’s degree or equivalent experience 
• 8 - 10 years experience
• Track record of creating and fostering a high performance and value-based culture
• Demonstrated ability and experience leading organizational change and operationalizing talent strategies across a business enterprise 
• Experience working for a public company with exposure to and ability to develop best-in-class talent strategies and programs
• Collaborative approach with demonstrated ability to build strong relationships with and influence key stakeholders at all levels in the organization
• Strategic and critical thinker with strong judgment and decision making skills
• Exceptional written verbal communication skills and ability to present information in a compelling way to a variety of stakeholders
• Ability to work independently and handle multiple priorities 
• Strong business and financial acumen with a clear understanding of how talent management systems and practices contribute to business results
• Strong project management and organizational skills with a drive for results 
• Ability to translate strategies and ideas into meaningful outcomes and recommendations
• Ability to lead through ambiguity and change