Human Resources Director-Head of HR

A unique opportunity to lead people strategy for an iconic Indiana manufacturer.

About Draper, Inc.

For more than 120 years, Draper, Inc. has built its business differently. Founded in 1902 in Spiceland, Indiana, Draper has grown from a small window shade manufacturer into a leading manufacturer of innovative shading systems, audiovisual solutions, and gymnasium equipment. Through generations of growth and change, Draper has remained family-owned and operated, deeply connected to its employees, its community, and its manufacturing roots.

Today, more than 700 employees design, engineer, manufacture, and support Draper products from its Indiana operations.

Draper is seeking an experienced on-site Head of HR/Director of Human Resources to join the Executive Committee and lead the company's people strategy into its next chapter.

This is an opportunity for an accomplished HR leader who appreciates the complexity of manufacturing, believes strong business performance and a strong employee experience can - and should - coexist, and knows how to create meaningful change through relationships, credibility, and thoughtful leadership.

The Opportunity

Reporting to the President and serving as a key member of the Executive Committee, the Director of Human Resources will function as Draper's senior people leader and chief people strategist.

The Director will lead a team of eight HR professionals and own the full HR function, partnering closely with company leadership to ensure Draper has the talent, leadership capabilities, organizational structure, and culture needed to support continued growth.

This is an in-person leadership role by design. Draper believes the best people leadership happens through connection - being present in the operation, building relationships with employees and leaders, understanding how the business really works, and staying close to the issues and opportunities that affect the workforce. The Director of Human Resources will move comfortably from the manufacturing floor to the executive table, using that firsthand understanding to inform broader business discussions, provide thoughtful counsel, and shape people and organizational strategy.

This role requires someone equally comfortable walking the manufacturing floor, listening to employees, and understanding what is happening within the business.

The successful leader will respect what has made Draper successful while helping the organization thoughtfully prepare for what's next.

What You'll Lead

• Serve as a key member of the Executive Committee, contributing to enterprise strategy, growth initiatives, and business decision-making.


• Serve as the company's chief people strategist, translating business priorities into effective workforce, talent, leadership, and organizational strategies.


• Advise the President and Executive Committee on organizational health, workforce capability, leadership effectiveness, employee relations, and culture.


• Lead the full Human Resources function across the employee lifecycle, including employee relations, talent acquisition, compensation, benefits, payroll oversight, retirement programs, leadership and organizational development, succession planning, policy, compliance, HR programs, HR systems, vendors, including employee health, wellness, and safety.


• Lead, coach, and develop a team of eight HR professionals.


• Build trusted relationships with employees and leaders throughout the organization and maintain a visible, credible HR presence within the business.


• Coach and develop managers and leaders to strengthen leadership capability and accountability.


• Drive employee engagement, retention, and organizational culture initiatives.


• Develop and execute talent and succession strategies that prepare Draper for continued long-term growth.


• Provide strategic oversight of compensation programs to ensure competitive, equitable, and legally compliant pay practices.


• Develop, implement, communicate, and consistently administer company policies and employment practices.


• Ensure compliance with applicable federal, state, and local employment regulations and applicable fiduciary and regulatory responsibilities.


• Promote a workplace grounded in respect, dignity, fairness, accountability, and engagement.


• Champion Draper's Core Values and help ensure they remain visible in how the organization leads, makes decisions, and treats its people.


• Partner with legal counsel and other external advisors as appropriate.

The Leader Who Will Thrive at Draper

Experience matters, but how you lead matters just as much.

Draper's culture has been built over generations. This is an organization where relationships matter, employees matter, and decisions are made thoughtfully. The right HR leader will recognize that meaningful organizational change doesn't always begin with a mandate - it often begins with listening, asking good questions, building alignment, and earning trust.

Understands manufacturing. You appreciate that leading HR in a manufacturing environment is different. You understand the realities of frontline work, operations, staffing, safety, employee relations, productivity, and the importance of being present and accessible to the workforce.

Balances people and business. You are commercially minded and understand the importance of profitability and performance, while recognizing that sustainable results depend on the people who make them possible.

Influences rather than dictates. You know how to introduce ideas, challenge thinking, and recommend change without needing to force the outcome. You are comfortable in an environment where important decisions may involve significant discussion, collaboration, and consideration before moving to implementation.

Respects the culture while helping it evolve. You don't arrive with a predetermined playbook. You first seek to understand what has made the organization successful, preserve what works, and thoughtfully identify where change will help Draper prepare for the future.

Appreciates family and privately held businesses. You understand - or are excited to learn - the nuances of working within a privately held, family-owned company where ownership is engaged, long-term stewardship matters, and decisions aren't driven solely by the next quarter.

Can move between the front line and the executive table. You believe HR leadership is a highly visible, relationship-driven role. You want to know the people, understand the operation, and experience the business firsthand. You are equally comfortable engaging employees on the manufacturing floor, collaborating with functional leaders, and advising the President and Executive Committee on broader business and organizational decisions.

Experience We're Looking For

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field.


• 15+ years of progressive Human Resources leadership experience.


• Broad HR generalist leadership experience with advanced knowledge across major HR disciplines.


• HR leadership experience within a manufacturing or industrial environment strongly preferred.


• Experience supporting a workforce of approximately 500 or more employees, with experience in organizations of roughly 650-800+ employees particularly relevant.


• Demonstrated experience leading and developing an HR team.


• Experience partnering directly with executive leadership, boards, ownership groups, or other senior business leaders.


• Proven ability to influence organizational strategy and business decisions.


• Strong employee relations experience and credibility working across both salaried and hourly employee populations.


• A visible, accessible, and hands-on leadership style, with a commitment to working in person across office and manufacturing environments to build relationships, understand operations, collaborate across functions, and provide informed executive counsel.


• While this is a non-unionized workforce, exposure to organized labor relations is a plus. Direct experience is not required, but an understanding of employee relations practices that support a positive direct relationship between employees and management would be valuable.


• Experience within a privately held or family-owned organization is a plus.

Preferred Certifications

• SHRM Senior Certified Professional (SHRM-SCP)


• Senior Professional in Human Resources (SPHR)

Why Draper?

There are HR leadership roles where you're hired primarily to transform, restructure, or chase the next quarterly target. This opportunity is different.

Draper has been building products, careers, relationships, and a reputation from Spiceland, Indiana, for generations. The company has grown while remaining committed to its manufacturing roots, its community, and the people behind its success.

The next Director of Human Resources will have the opportunity to protect what makes Draper special while helping shape what the company can become over the next decade and beyond.

For the right HR leader, that's a pretty compelling legacy to help