Human Resources Jobs in Oklahoma City, OK

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Position Summary

Advanced Flow Solutions (AFS), part of IDEX Corporation, is a group of IDEX Fluid & Metering businesses, including Liquid Controls, Corken, and SAMPI. AFS serves refined fuels, LPG, and aviation fuel markets with mission-critical flow meters, pumps, compressors, and integrated flow systems.

The Director, Human Resources serves as a key member of the AFS leadership team and is responsible for developing and executing the people strategy in support of the business strategy. The position partners closely with the business leader and leadership team to strengthen organizational capability, build a high-performance culture, develop talent, improve employee engagement, and ensure AFS has the leadership and workforce capabilities needed to achieve its growth objectives.

This is a highly visible, hands-on leadership role requiring the ability to move effectively between strategic HR leadership and day-to-day execution. The successful candidate will bring strong business acumen, sound judgment, a bias for action, and the ability to influence leaders while building credibility and trust throughout the organization.

Essential Responsibilities

Strategic HR Leadership & Business Partnership

• Serve as the senior HR partner to the AFS leadership team, translating business strategy into actionable people and organizational priorities.
• Develop and execute an HR strategy aligned with growth, operational performance, talent requirements, and long-term organizational capability.
• Advise leaders on organizational effectiveness, workforce planning, leadership capability, talent decisions, employee relations, and change.
• Use workforce data and business insights to identify risks, opportunities, and actions that improve organizational performance.
• Balance strategic initiatives with hands-on HR leadership and operational execution.

Talent Management & Succession

• Lead talent reviews, succession planning, performance management, leadership assessment, and development planning.
• Strengthen succession pipelines for critical leadership and business-critical roles.
• Improve the quality and effectiveness of development plans for high-potential and promotable talent.
• Partner with leaders to increase internal talent movement and create meaningful career and development opportunities.
• Build leadership accountability for developing, engaging, and retaining talent.

Talent Acquisition & Workforce Planning

• Partner with business leaders and Talent Acquisition to anticipate workforce needs and develop effective recruiting strategies.
• Improve the quality, speed, and effectiveness of hiring, particularly for critical and difficult-to-fill positions.
• Strengthen selection and assessment practices to improve quality of hire and first-year retention.

Organizational Effectiveness & Change Leadership

• Assess organizational structure, capabilities, roles, and talent against current and future business requirements.
• Lead organizational design and change initiatives that improve accountability, execution, and business performance.
• Coach leaders through organizational and people changes, ensuring effective communication and employee adoption.
• Build leadership capability and reinforce expectations around performance, accountability, and employee development.

Employee Engagement & Culture

• Partner with leaders to strengthen employee trust, engagement, communication, and connection to business priorities.
• Translate employee feedback and engagement data into focused action plans with measurable outcomes.
• Equip leaders to create an inclusive, accountable, and high-performance work environment.
• Champion effective employee listening, recognition, communication, and retention practices.

Performance Management

• Drive a strong performance culture through effective goal setting, feedback, coaching, development, and performance differentiation.
• Improve the quality and consistency of performance reviews and development discussions.
• Coach leaders in addressing performance issues quickly, fairly, and effectively.
• Reinforce connections between individual goals, business priorities, behaviors, and results.

Employee Relations & HR Compliance

• Provide leadership and guidance on complex employee relations matters, investigations, corrective actions, and workplace concerns.
• Ensure employment practices comply with applicable laws, regulations, company policies, and IDEX expectations.
• Partner with Legal and other resources as appropriate to effectively manage employment risk.
• Maintain an employee-focused approach while ensuring consistency, fairness, and accountability.

HR Operations & Team Leadership

• Lead, coach, and develop the AFS HR team, establishing clear priorities and building capability within the function.
• Ensure effective delivery of core HR processes across the employee lifecycle.
• Drive effective use of HR technology, people analytics, and reporting to support better business decisions.
• Identify opportunities to simplify and continuously improve HR processes and the employee experience.
• Partner effectively with IDEX HR centers of expertise and shared resources.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or a related discipline.
• Progressive HR leadership experience, including significant experience partnering with senior business leaders.
• Broad HR generalist/business partner expertise across talent management, organizational effectiveness, employee relations, recruiting, performance management, compensation, and organizational development.
• Demonstrated success leading talent and succession planning processes.
• Strong knowledge of U.S. employment law and HR risk management.
• Demonstrated ability to coach and influence senior leaders.
• Strong analytical and problem-solving skills with the ability to translate workforce insights into business actions.
• Ability to lead strategic initiatives while remaining comfortable with hands-on execution.
• Excellent communication, facilitation, and interpersonal skills.

Preferred Qualifications

• HR leadership experience within a manufacturing, industrial, engineering, or similarly operational environment.
• Experience leading organizational change, leadership development, and employee engagement initiatives.
• Experience with Workday or a similar enterprise HR system.
• Master's degree in Human Resources, Business, Organizational Development, or a related field.
• SHRM-SCP or SPHR certification.

Why Join AFS?

This role offers the opportunity to make a meaningful impact on both business performance and organizational culture. The HR Director will have significant visibility, direct partnership with senior leadership, and the autonomy to shape people strategies that strengthen leadership, talent, engagement, and succession across the business. The position also provides broader career potential into larger business unit, platform, or enterprise HR leadership opportunities within IDEX.

Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world?

IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws.

Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at lfcareers@idexcorp.com for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.