Petmate is a global leader in pet supply products. Some of our most beloved brands include Petmate®, Chuckit!®, Quirky Kitty®, Vittles Vault®, Wild Eats® and Arm & Hammer®.
Over 60 years ago, Petmate began with a single focus on providing safe pet transportation, which resulted in the creation of the first dog kennel. Flash forward to today, and the same love and bond that existed to provide safe travels for our pets now permeates through every step of pet and pet owners’ shared adventure.
Knowing that pets are every bit as much a part of the family, Petmate takes pride in developing new, superior products that improve the quality of life and enrich the bond created between people & their pets. From environmentally responsible manufacturing to rigorous product testing, we place safety at the core of what we make and how we make it.
Our trusted brands continually drive innovation across pet categories, spanning dog and cat toys, feeding and watering, food storage, carriers, shelters, treats & chews, bedding and more.
OUR WHY: To enrich the lives of families by cultivating the bond between people & their pets
OUR VISION: Families everywhere trust us more than any other company to enhance the well-being of their pets at every step of their adventure
Summary
The Director of Human Resources is a strategic business partner responsible for aligning people strategies with business objectives across Petmate. This role leads the development and execution of talent, organizational effectiveness, and employee experience initiatives that drive performance, strengthen culture, and support growth.
This leader owns the end-to-end employee lifecycle for the salaried workforce, ensures strong organizational design and workforce planning, and maintains effective HR governance and compliance. The Director partners closely with the Executive Leadership Team to build organizational capability and position Petmate as an employer of choice within manufacturing and Consumer Packaged Goods.
Key Responsibilities
Talent & Leadership Development:
Lead the end-to-end talent management practices, including succession planning, talent reviews, and leadership development aligned to business priorities.Drive a consistent performance management approach across the organization.Establish career paths and development opportunities to support employee growth.Build leadership development and coaching programs to strengthen capability.Oversee the Learning Management System (LMS) vendor relationship; ensure content is relevant, accessible, and utilized: establish clear metrics and ROI for learning programs.Build and scale supervisor and leadership development programs that balance compliance requirements with critical leadership and soft-skill capabilities.
Employee Experience & Lifecycle:
Own the end-to-end employee experience, ensuring engagement and retention.Partner with Talent Acquisition to align hiring strategies with workforce needs.Lead onboarding strategy and executionLead employee engagement efforts, including surveys and action planning.Oversee offboarding processes and utilize insights to strengthen retention.Serve as a trusted advisor to leaders on employee relations and organizational matters.Own employee retention strategies, including stay interviews, career development conversations, and proactive workforce planning in collaboration with the Executive Leadership Team and business leaders.
Organizational Design & Workforce Planning:
Partner with the Chief of Staff and ELT on organizational design and structure.Lead workforce planning, including headcount modelling and capability assessments.Maintain job architecture and role clarity across the organization.Support M&A activity including integration and alignment.Provide data-driven insights on workforce trends.
Employee Relations, Compliance & Governance:
Ensure HR policies and practices comply with employment laws.Lead employee relations matters, including investigations.Partner with legal on complex employment matters.Oversee HR policies and the employee handbook.Maintain strong HR governance and data integrity.
Own the HR policy framework: author, maintain, and communicate all HR policies and the employee handbook; ensure timely updates as laws and regulations evolve.Design and oversee HR audit processes to ensure data integrity, policy adherence, and regulatory compliance across all HR functions.
Culture, Engagement & DE&I:
Champion and strengthen company culture and values.Translate employee feedback into actionable plans.Support change management and communication efforts.Develop recognition programs that reinforce performance.Champion and steward Petmate’s organizational culture; identify current culture strengths and gaps through assessment tools Build and sustain a recognition and reward framework that reinforces desired culture and performance behaviors; partner with leaders to drive consistent adoption.
Management/Supervisory:
Lead and develop a team of HR professionals, including HR Generalists and Employee Relations Specialists, providing coaching, direction, and growth opportunities.Model Petmate’s values and set the standard for HR partnership excellence within the team; foster a high-accountability, high-support team culture.Other duties as assigned and based on the needs of the business.
Minimum Qualifications & Requirements
Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or related field; Master’s degree or SHRM-SCP/SPHR preferred.A minimum of 10 years of progressive HR experience, including demonstrated leadership in talent management, employee relations, organizational development, and HR compliance.Proven experience as an HR business partner and/or HR Director in a manufacturing, CPG, or distribution environment with a multi-site, multi-state workforce.Deep knowledge of federal and multi-state employment law, including FLSA, EEOC, NLRA, and corresponding regulations; familiarity with FMLA and ADA, but no direct oversight.Demonstrated success leading organizational design, workforce planning, and structure-building in support of business growth and change.Strong experience leading performance management programs: goal-setting, calibration, talent reviews, and succession planning.Excellent interpersonal, communication, and executive presence skills; ability to influence and partner effectively at all levels, including C-suite.Proven project management skills with the ability to manage multiple priorities in a lean, fast-paced environment with a roll-up-your-sleeves mentality.Proficiency in MS Office Suite (Excel, PowerPoint, Word); familiarity with HRIS and ATS platforms (ADP preferred).High degree of discretion, integrity, and sound judgment in handling confidential and sensitive matters.Experience supporting HR within a Private Equity ownership structure is preferred.
Preferred
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.Experience in a private equity-backed environment.Experience supporting M&A integrationChange management certification or demonstrated expertise leading large-scale organizational change.Strong analytical mindset; ability to translate HR data and workforce metrics into business-relevant insights and recommendations.
Petmate is an Equal Opportunity Employer and provides equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by law.
