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Human Resources Director Sensors

Wilsonville, OR, USA | FLIR Systems

  • Industry:
    Manufacturing (Light Industry / Consumer-Oriented)
  • Position Type:
  • Functions:
    General Management
    Human Resources
  • Experience:
    12-15 years
Job Description:
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At FLIR, we have a simple but ambitious mission: to develop market-leading thermal and sensing technologies which enhance everyday life. From saving energy, to saving lives FLIR is making a real difference in our world.

Our products are used in a wide array of situations to rescue people in danger, detect criminals, conserve energy, navigate safely, provide security around the globe, and protect our environment.

We are looking for individuals who thrive on making an impact and want the excitement of being on a team that wins.  

Job Description  

The Sensors Line of Business (LOB) designs and manufacturers mission focused surveillance and targeting equipment for governments, militaries, search and rescue, and first responders. With current revenues of approximately $700 million, Sensors is a critical component in the Defense Technologies Segment. This position will report to the VP HR, Global Business Units, serving as a key thought partner to the HR Leadership Team and the LOB Leadership Team located in Oregon, Massachusetts, Washington DC and Montana.   

The Role

The HR Director, Sensors will serve as the HR leader for the LOB to help drive business objectives, provide counsel to leadership and oversee the implementation of HR and business processes with the support of HR Business Partner(s).

This is a strategic role that provides full cycle HR support, and is critical in executing our People initiatives and driving HR functional excellence. Successful candidates will demonstrate ability to:

Partner with leadership to create a culture that supports the strategy for business growth and drive a ONE FLIR mindset throughout the organization.

Serve as coach and provide sound guidance to GM and leadership team.

Use data-driven HR business insights to provide solutions and recommendations to management.

Develop strong and effective internal and external relationships through appropriate communications, cross team working and networking at all levels.

Assess organizational efficacy from multiple views of influence and develop/consult on solutions to support ongoing business strategy.

Provide leadership on issues related to organizational culture and values that attract, retain, and motivate top talent (e.g. diversity, managing change, promoting development, civility, and work life balance).

Support and execute the strategic direction of HR, including implementation of high-value added HR processes (performance reviews, talent calibration, merit/bonus planning, etc.) that support business goals and objectives.

Formulate partnerships across the business to deliver value added service to management and employees that reflect the business objectives of the organization.

Act as a change leader for key business changes and as an advocate of the new HR organizational model.

Collaborate with management to resolve day-to-day issues and develop short- and long-term HR strategies and solutions designed to achieve optimal functional performance and organizational effectiveness.

Partner and coach management on effectively engaging employees and addressing employee relations issues.

Support the development of a work force strategy and collaborate with the Talent Acquisition Team to translate strategy into an executable plan.

Support the development of a talent roadmap and collaborate with the Talent Management Team to translate strategy into an executable plan.

Develop and implement workforce plans. Proactively plan for hiring critical talent and devise strategies to shape workforce. Influence and drive key hiring decisions. Develop and execute action plans to develop leaders and key talent in the organization.

Evaluate and recommend changes to policies, procedures and services based on trends and business needs.

Manage and mentor HR Business Partner(s). 

Perform other related duties, as required.


The successful candidate will have:

Bachelor's degree in Human Resources, Business, or related field.

12+ years’ relevant HR experience in a leadership role with domestic and international responsibilities.

SHRM-CP or SHRM-SCP certification a plus, but not required.

Strong analytical mindset with experience in data preparation and using analytics to drive business decisions.

Strong business and financial acumen and budget management with an understanding of the fundamental financial drivers used in this defense industry.

Demonstrated ability to work collaboratively and influence HR professionals in a shared services environment.

Deep knowledge of Human Resources practices and a demonstrated ability to provide solutions in a complex and fast moving environment.

Must have proven experience working as a business partner with a leadership team.

Demonstrated ability to effectively lead a team of exempt HR professionals.

Demonstrated ability to lead change management activities in the organization.

Excellent written and verbal communication skills.

Demonstrated facilitation and presentation skills.

Must be able to travel up to 25%

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