HR Director

Who are we?

DataOne designs, develops, and operates sustainable AI Factories, combining energy, infrastructure, and artificial intelligence at industrial scale.

We operate large-scale digital and energy infrastructures internationally, delivering concrete projects measured in hundreds of megawatts and designed for long-term operational performance.

At DataOne, we are builders and operators. We prioritize real-world execution, operational excellence, and measurable impact.

Job Purpose :

The Human Resources Director - US leads the Human Resources function for DataOne's US operations, with primary responsibility for New Jersey and support for employees and operations across other US states. The role serves as a strategic HR partner to senior leadership and is responsible for developing and executing the US HR strategy, building scalable people practices, and ensuring alignment with DataOne's global People strategy and business objectives.

This is a senior HR leadership role combining strategic direction with hands-on execution across organizational design, workforce planning, talent strategy, employee relations, performance management, compensation and benefits, HR operations, culture, and the continued development of the US HR function. The role operates in a workforce environment that includes exempt and non-exempt employees, hourly workers, construction and site-based personnel, and mission-critical data center operations.

The HR Director works closely with management and the Legal Department on sensitive or complex employment matters. Matters requiring legal interpretation, legal risk assessment, formal legal review, or external legal support are coordinated through the Legal Department, with the HR Director providing the relevant HR context, documentation, and operational support.

Key Responsibilities

A. HR Strategy & Leadership

• Define and execute the HR strategy for DataOne's US operations in alignment with the Company's global business and People priorities.

• Act as a strategic HR advisor to senior leadership on workforce, organizational, talent, and people-management matters.

• Translate business objectives into practical HR and workforce initiatives.

• Develop scalable HR processes, procedures, governance, and operating models to support DataOne's US growth.

• Identify workforce and organizational challenges and provide HR recommendations to management.

• Establish priorities, service standards, and KPIs for the US HR function.

• Ensure significant HR initiatives remain aligned with Company governance, management direction, and applicable internal approval processes.

B. Organizational Design & Workforce Planning

• Partner with management to develop organizational structures supporting current operations and future growth.

• Lead workforce planning, headcount planning, manpower planning, and HR budgeting for the US organization.

• Support management in defining roles, reporting structures, and workforce capability requirements.

• Identify critical positions, succession needs, and capability gaps.

• Develop appropriate recruitment, retention, development, and succession initiatives.

• Support business expansion, restructuring, and organizational transformation from an HR perspective.

• Coordinate with management and the Legal Department on restructurings, reductions in force, significant organizational changes, or other matters requiring legal review before implementation.

C. Management & Leadership Support

• Serve as a senior HR partner to executives, managers, and functional leaders.

• Support managers in employee management, performance management, engagement, organizational effectiveness, and leadership matters.

• Provide practical HR guidance regarding employee development, feedback, objectives, and team effectiveness.

• Support implementation of organizational and workforce decisions approved by management.

• Maintain effective working relationships across US and international management teams.

• Work with management and the Legal Department on sensitive employee matters where legal review or broader risk assessment is appropriate.

D. Talent Acquisition & Recruitment

• Partner with Talent Acquisition and management to establish US hiring priorities and workforce plans.

• Oversee recruitment strategy for key positions and participate in senior-level recruitment as appropriate.

• Ensure recruitment processes are structured, timely, measurable, and aligned with DataOne's requirements.

• Ensure offers, compensation proposals, and employment documentation follow applicable Company approval processes.

• Develop effective onboarding and integration programs.

• Monitor recruitment performance and recommend improvements.

E. Performance, Talent & Succession Management

• Lead the US performance-management process.

• Support management in identifying high-performing and high-potential employees.

• Develop talent-review and succession-planning processes for key positions.

• Support managers in addressing performance deficiencies and developing appropriate performance-improvement measures.

• Coordinate performance-management actions with the Legal Department where the circumstances require legal review or broader risk assessment.

• Identify leadership-development and employee-development needs.

• Promote consistent documentation and application of performance-management processes.

F. Employee Relations & HR Gove rnance

• Ensure employee relations matters are handled consistently, professionally, confidentially, and with appropriate documentation.

• Support fact-finding and internal HR reviews and ensure that matters requiring additional review are escalated through the appropriate internal channels.

• Work closely with management and the Legal Department on complex or sensitive employee matters, investigations, disciplinary actions, and terminations where legal review or additional risk assessment is appropriate.

• Implement agreed HR act