Director, Human Resources (Hybrid) at Lands End Inc in Dodgeville, Wisconsin

Job Description:

People are the heart of our company, and our doors are open to everyone. As a customer, as an employee – we are committed to creating an inspiring culture that is welcoming, safe and inclusive for all. Our strength in work and life comes from the combination of our experiences, backgrounds and talents. It’s what we do as people that makes Lands’ End a great place to shop and a great place to work.

This is a hybrid role with a minimum of one week per month on-site.

As an Employee Services Director, you will function as a strategic partner to lead Human Resource initiatives and will drive the development and day to day execution of a Human Resource team. As a key member of the leadership team, you will work closely with senior leadership and staff to define, develop, execute, and promote HR strategies that enable accomplishment of business objectives. You will be responsible for initiatives that attract and retain talent, develop employees and leaders, and align organizational goals and objectives. You will oversee programs administered by the HR department, which may include Talent Development, Recruitment, Employee Communications and Employee Relations.

• Responsible for continuous improvement and innovation as it relates to improving processes, addressing performance, creating action plans, and ensuring proper training and development of employees


• Lead management in organizational assessment and diagnosis to revise business strategies into actions that deliver results. Provide demonstrated change management leadership.


• Lead and develop multiple HR functional team to achieve company objectives. Directs the training, planning, and skill building of the team to prepare them for future growth for the company and individual career paths.


• Develops and maintains close partnership with Employee Services Cross functional partners and Business division leadership to drive forward business strategy and objectives.


• Provides counsel to business leaders to create a high performing culture through the attraction of key talent, training and development of leaders and employees, performance management and talent management processes.


• Responsible for maintaining a highly engaging culture, motivating employees, fostering an environment with high levels of teamwork, accountability, communication, and vision to employees.


• Develops, updates, and manages policies and procedures. Develops organizational strategies by identifying and researching human resource issues; contributes information, analysis, and recommendations to organization’s strategic direction.


• Works closely with executive leaders and management to advise, counsel, and provide coaching and resolution to address employees’ performance. Provides performance management guidance to management (coaching, counseling, career development, disciplinary actions).

Successful candidates should have the following knowledge, skills, and abilities:

• Bachelor's degree or equivalent experience including a minimum of seven years related experience in Human Resource


• 5+ years of experience leading a team with proven ability to develop and maintain a team of high performers who can meet expectations and successfully collaborate cross functionally.


• Act as a thought-leader within the company, offering a strong point of view and the ability to effectively build relationships and resolve issues


• Excellent communication and presentation skills


• Ability to delegate and prioritize tasks


• Ability to embrace change and help lead others through change management


• Extensive knowledge of Microsoft Office Suite to include Outlook, Word, Excel, PowerPoint, and HR and Learning information systems.


• Ability to work in a dynamic environment, effectively communicate and present to a variety of team and leadership levels

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Human Resources

Apply Now