Senior Human Resources Director

Who We Are: Central Alabama Water, a public corporation, delivers raw and treated water to over 750,000 residents and businesses in a 5-county area anchored by the Birmingham Metro Area. Our compact corporation moves abundant water through our 4,400 mile-long system to ensure the great life and life safety of our rate-paying customers.

Why It Matters: Every employee at Central Alabama Water (CAW) is a critical node in a system of systems designed for maximum effect inside and outside the corporation. We move and treat raw water to distribute it to over 200,000 accounts in Alabama’s largest water utility, with an impact felt by every consumer, every time the tap is turned.

The Job: The Human Resources Director leads a team of HR professionals, collaborates with a wide variety of leaders company-wide, impacts the lives of 500+ employees and retirees, and provides just-in-time advice & guidance to the C-suite across the full range of HR programs and plans.

The Total Rewards: In addition to a strong benefits offering and a defined benefit pension plan, the base compensation ranges between $125,000-$162,000. A relocation allowance for distant candidates may be available.

Role Description

General Responsibilities:

Provide enterprise-level Human Resources leadership and serve as a key architect of the corporation’s workforce and culture strategy. Direct the HR function as a strategic business unit and trusted advisor to executive leadership, ensuring human capital strategy, organizational design, and talent systems are aligned with long-term corporate objectives, regulatory requirements, and operational risk management. Lead the design, integration, and execution of a comprehensive people strategy encompassing talent acquisition and workforce planning; leadership development and succession management; legal and regulatory compliance; Total Rewards strategy (compensation, benefits, pension, and retirement governance); employee relations; organizational effectiveness; performance systems; HR technology and analytics; and internal workforce communications. Partner with executive leadership and operational divisions to ensure HR initiatives directly support enterprise performance, service delivery, financial stewardship, and public accountability. Coordinate with Safety, Risk, and Legal leadership on workforce risk management, including Workers’ Compensation, ADA accommodations, leave management, and workforce health initiatives.

Serve as a senior steward of organizational culture, workforce sustainability, and leadership capability development across the corporation.

Essential Job Functions

Strategic Leadership & Governance

·      Direct and continuously evolve the organization’s human capital strategy to support corporate strategic plans, regulatory expectations, and future workforce needs.

·      Serve as a senior advisor to the Chief People Officer, Chief Executive Officer, and Executive Leadership Team on organizational design, workforce risks, leadership capability, and culture alignment.

·      Provide executive-level recommendations supported by workforce analytics, benchmarking, and financial impact modeling.

·      Establish HR as a strategic partner to operational leadership by integrating people strategy into business planning cycles.

·      Lead enterprise workforce planning initiatives, including succession pipelines for critical roles and long-term labor sustainability planning.

HR Functional Oversight

·      Provide oversight of all HR programs including recruitment strategy, leadership development, Total Rewards design, employee relations, organizational development, HRIS governance, and internal communications.

·      Ensure HR policies, procedures, and systems operate as an integrated framework supporting operational efficiency, compliance, and employee engagement.

·      Oversee the development of forward-looking compensation and benefits strategies that support recruitment, retention, and fiscal responsibility.

·      Direct modernization and optimization of HR systems, metrics, and reporting to support data-driven decision-making.

Compliance, Risk & Labor Strategy

·      Serve as the corporation’s HR authority on employment law compliance, workforce risk exposure, and policy governance.

·      Partner with Legal and executive leadership on complex employee matters including terminations, investigations, restructuring, and dispute mitigation.

·      Provide strategic coordination of ADA, FMLA, Workers’ Compensation, and workplace accommodation processes to ensure compliance, fairness, and operational continuity.

·      Anticipate and mitigate organizational risk by maintaining proactive HR compliance frameworks and audit readiness.

Talent & Organizational Effectiveness

·      Direct enterprise leadership development, succession planning, and organizational capability initiatives to ensure leadership continuity and bench strength.

·      Oversee recruitment strategy to ensure competitive and high-quality talent pipelines aligned with workforce planning objectives.

·      Lead enterprise performance management systems that reinforce accountability, engagement, and continuous improvement.

·      Champion initiatives that strengthen organizational culture, workforce engagement, and leadership effectiveness.

Operational & Administrative Leadership

·      Direct HR departmental operations, including budget planning, resource allocation, vendor oversight, and service delivery standards.

·      Establish departmental performance metrics and service expectations aligned with corporate priorities.

·      Ensure effective personnel record governance, job architecture frameworks, and job description standards across the organization.

·      Lead development of HR staff to ensure depth of expertise, succession readiness, and professional growth within the department.

Executive Collaboration & Culture Leadership

·      Promote a performance-driven, service-oriented culture that aligns workforce behaviors with corporate values and mission.

·      Support executive leadership in communicating organizational priorities, change initiatives, and workforce expectations.

·      Champion safe work practices in partnership with Safety leadership and reinforce workforce accountability for operational excellence.

·      Ensure the confidentiality and lawful handling of all workforce data, including protected health information and benefits-related records.

Other Responsibilities

·      Lead or participate in enterprise initiatives, executive task forces, and strategic projects as assigned.

·      Represent HR in executive forums, planning sessions, and organizational improvement initiatives.

Education:

·      Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or related field required.

·      Master’s degree in HR, MBA, MPA, or related discipline preferred and may substitute for a portion of required experience.

Certifications

• PHR or SPHR Certification or SHRM-CP or SHRM-SCP required. Fifteen or more years of military experience in a human resources-related AFSC/MOS may substitute, with ability to obtain certification within 1 year.
• Valid Driver’s License required

Experience:

·      Minimum 10 years of progressively responsible HR experience, including:

·      At least 5 years in senior HR leadership (Director level, Deputy Director, or equivalent strategic role)

·      Demonstrated experience overseeing multiple HR functions (talent, employee relations, compensation/benefits, compliance, training, HRIS).

·      Experience in a public-sector organization, utility, regulated industry, or similarly complex environment strongly preferred.

·      Proven record advising executive leadership on workforce strategy, organizational change, and employment risk.

·      Experience managing complex employee relations issues, investigations, and legally sensitive personnel actions.

·      Strong working knowledge of federal employment laws including:

·      FLSA, FMLA, ADA, Title VII, EEOC regulations, and wage/hour requirements

·      Experience administering or overseeing:

·      Defined benefit or governmental pension systems

·      Public-sector compensation structures or pay bands

·      HRIS governance and workforce analytics

·      Familiarity with Workers’ Compensation administration, workplace safety coordination, and accommodation processes.

·      Demonstrated ability to:

·      Translate organizational strategy into workforce and talent plans

·      Lead organizational change and culture initiatives

·      Build credibility with executives, legal counsel, and operational leaders

·      Manage HR budgets, vendors, and enterprise initiatives

·      Strong judgment in confidential matters and ability to balance legal risk, operational needs, and employee relations considerations.

Supervision:

3-5 Employees Directly

• up to 10 employees Indirectly