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D'Addario & Company, Inc. · 2 months ago

Chief Human Resources Officer

Farmingdale, NY

Full-time

Hybrid

Director/Executive

$325K/yr - $350K/yr

D’Addario & Company is the world’s largest manufacturer and distributor of musical instrument accessories. The Chief Human Resources Officer (CHRO) will lead the global human resources strategy, managing a team and focusing on recruitment, succession planning, employee engagement, and organizational effectiveness.

Music

Responsibilities

You will translate the company’s vision and business plans into a unified, end-to-end people strategy and operating model

Core priorities include:

• Strategy into Action — translate enterprise goals into HR strategy, programs, governance, and measurable outcomes

• Succession & Workforce Planning — build a scalable, repeatable succession framework to grow leadership from within whenever possible on a global scale

• Performance & Rewards Modernization — elevate benefits, total rewards, and performance management to drive accountability and retention. Serve as a key member of the Company’s 401k Plan Committee and oversee the administration of D’Addario’s various health programs, including a partially self-insured medical plan

• Executive Compensation & Benefits Strategy — work closely with the President and CEO to design and implement a comprehensive compensation and benefits strategy that aligns with company performance goals, promotes equity, and ensures market competitiveness

• Leadership & Capability Building — scale development through LinkedIn Learning, leadership pathways, and mentorship

• HR Systems & Integration — evaluate current tools (ADP, Perform Yard, iCIMS, HRIS, PI, CultureAmp, Wage & Salary administration, etc.), identify gaps, improve interoperability, and recommend replacements or integrations where needed

• HR Budget & Investment — own and prioritize the HR budget to maximize ROI across programs, platforms, staffing, and partners

• Team Leadership — coach and elevate the HR team into proactive business partners

• Policy, ER & Compliance — ensure policies, employee relations, and global practices are consistent, compliant, and trust-building

• Lead DEI Strategy — build the company’s first structured DEI framework, including partnering with ERGs, and ensuring leadership accountability

• Executive Leadership Advisory — coach the executive team on talent, leadership effectiveness, organizational design and succession readiness; influence decision-making at the highest level

• Org Design & Structural Alignment — assess and redesign org structures, spans/layers, capabilities and governance to align with long-term strategy and scale

• Board & Governance Interface — prepare and present HR, culture, and succession updates for Board/Comp Committee, ensuring transparency and alignment

• Culture & Engagement — drive a “one company” employee experience globally, using engagement insights to shape action

• Employee Relations- fostering a positive and collaborative work environment across all production facilities and warehouse

• Workers Compensation- through subordinate managers, oversee accident reporting, and the claims management process

Qualification

Enterprise-level HR leadershipSuccession planningCompensation managementPerformance system redesignHR systems modernizationHR budget managementLeadership developmentEmployee engagementOrganizational effectivenessDiversityEquityInclusion (DEI)Employee relationsWorkers compensationTeam leadership