Director of Human Resources

Position Summary

Odyssey is seeking an experienced and people‑centered Director of Human Resources to lead core HR functions and ensure high‑quality delivery of HR services across the organization. This role will strengthen HR's operational effectiveness during a period of growth and help ensure that HR processes, systems, and practices are consistent, compliant, and supportive of employees and managers.

As Director of HR, you will oversee daily HR operations, manage and develop a small HR team, and ensure that HR programs—from employee relations to onboarding, compliance, and process improvement—are executed reliably and professionally. You will work closely with managers to support practical, day‑to‑day people needs and ensure HR maintains a strong service mindset throughout the organization.

You will balance strategic thinking with hands‑on involvement, helping to improve HR processes while remaining close to the work. This role is ideal for a leader who enjoys building structure, elevating HR operations, supporting managers, and fostering a positive employee experience without owning enterprise‑wide business‑partnership strategy or organizational design at a VP scale.

The ideal candidate brings sound judgment, strong operational capability, and a collaborative, approachable working style. You communicate clearly, build trust through competence, and thrive in environments where thoughtful systems and dependable execution make a meaningful difference.

This is a full‑time hybrid role, with office preference for Wakefield, MA, however we will also consider Dayton, OH. There an in‑office expectation of Tuesday, Wednesday, and Thursday.

Responsibilities

Duties include, but not limited to: 

• Lead the Human Resources Business Partnership function, manage and provide direction to HRBP's across business groups, guidance and management of employee relations, and further strengthening and building the function into a cohesive operating model.
• Set clear expectations, objectives, and provide direction on execution and best practice across HRBP roles.
• Advise leaders on organizational design, talent strategy, leadership effectiveness, and culture.
• Partner with the executive directors and enterprise leaders to support cross-functional alignment and execution.
• Lead and develop HR Business Partners providing day-to-day HR support to specific business groups
• Ensure consistent, high-quality execution of performance management, employee relations, workforce planning, and talent processes.
• Drive clarity on roles and overall execution, understanding escalation paths, and problem solving and escalation on people related matter between HRBPs and the business group leaders
• Partner closely with Training and Development, Talent Acquisition, Total Rewards, and HR Operations to ensure frameworks are practical, scalable, and consistently deployed.
• Use workforce data, HR metrices, and talent analytics to inform priorities and improve HR impact.
• Leverage advanced people analytics and market intelligence to inform strategic workforce decisions and anticipate future needs.
• Look to continuously refine the HR business partnership model when deemed necessary to improve efficiency and effectiveness, trust, and overallemployee experience.

Qualifications

Citizenship: Must be a US citizen

Minimum Required Qualifications

Education: Bachelor's degree in Human Resources, Business, Organizational Development or related field.  Masters degree in relevant field/MBA is preferred

Years of Experience: At least eight (8) to ten (10) years of progressive HR experience including senior-level HRBP roles and leadership/people management experience in managing HRBP roles or teams. 

Certifications: SHRM certifications are preferred 

Technical Skills

• Enterprise HR leadership and strategic judgment
• Experience in organizational design and development
• Strong operational discipline and execution focus
• Strong business acumen
• Demonstrated success leading organizations through scale, transformation, or operating-model redesign
• Prior people-leadership experience managing HRBPs, HR Generalists, or HR teams
• Bring a voice and demonstrate leadership and influence regarding HR practices, utilization of HR tools, priorities, systems and processes
• Demonstrate an enterprise mindset

Interpersonal Skills

• Excellent communication skills with managers and employees at all levels
• Executive coaching and influence at senior level
• Experience partnering with executive-level leaders and enterprise functions
• Ability to balance strategy with hands-on leadership
• Trusted advisor with credibility across the business
• Build a symbiotic partnership with Odyssey's SLT, sharing insights that shape strategy and ensuring frameworks are executed consistently
• Communicate clearly, consistently, and proactively to build trust across HR and business leadership

Additional Information

Location: Wakefield, MA  (preferred) or Dayton, OH

Travel: ~15%

Remote, Onsite, or Hybrid: Hybrid, three days a week in office (Tuesday, Wednesday, & Thursday)

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Company Overview

Odyssey is a world-class technical, engineering, and integration company serving the warfighting ecosystem with airborne integration, ISR, C2, and warfighter readiness capabilities. Odyssey meets the military’s operational needs by integrating layered defense systems from equipment, technology, and services to data, information, and business operations. We streamline defense acquisition and sustainment, engineering the technical battlefield with domain-specific proficiency to ensure lethality. Odyssey is dedicated to excellent contract execution, peak organizational performance, and fostering a workplace built on employee care.

Odyssey is proud to live out our core values of commitment, ambition, and respect in our work and communities through OdysseyCares, a philanthropic group focused on giving back through direct donations, an employer match program, and volunteering events.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

Please Note:

Final compensation for this position will be determined by various factors such as the Federal Government contract labor categories and contract wage rates, relevant work experience, specific skills and competencies, geographic location, education, and certifications.

This position is filled through continuous recruitment and will remain open until a sufficient pool of applications has been received.Hired applicants may be eligible for benefits, including but not limited to, medical, dental, vision, life insurance, Tricare supplement, short-term disability, long-term disability, 401(k) match, flexible spending accounts, health savings accounts, employee assistance program, learning and development benefit, paid time off, and holidays.Odyssey Benefits

Responsibilities

Duties include, but not limited to: 
- Lead the Human Resources Business Partnership function, manage and provide direction to HRBP's across business groups, guidance and management of employee relations, and further strengthening and building the function into a cohesive operating model.
- Set clear expectations, objectives, and provide direction on execution and best practice across HRBP roles.
- Advise leaders on organizational design, talent strategy, leadership effectiveness, and culture.
- Partner with the executive directors and enterprise leaders to support cross-functional alignment and execution.
- Lead and develop HR Business Partners providing day-to-day HR support to specific business groups
- Ensure consistent, high-quality execution of performance management, employee relations, workforce planning, and talent processes.
- Drive clarity on roles and overall execution, understanding escalation paths, and problem solving and escalation on people related matter between HRBPs and the business group leaders
- Partner closely with Training and Development, Talent Acquisition, Total Rewards, and HR Operations to ensure frameworks are practical, scalable, and consistently deployed.
- Use workforce data, HR metrices, and talent analytics to inform priorities and improve HR impact.
- Leverage advanced people analytics and market intelligence to inform strategic workforce decisions and anticipate future needs.
- Look to continuously refine the HR business partnership model when deemed necessary to improve efficiency and effectiveness, trust, and overallemployee experience.