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Would you like to be a part of the organization where high energy meets intellect? If you get excited by solving puzzles and working in a collaborative environment, then Aptean wants to work with you!!
Aptean is a leading global provider of industry-focused mission critical enterprise software solutions. Our solutions help nearly 6,500 organizations stay at the forefront of their industries by satisfying their customers and continuing to operate more efficiently. Headquartered in Alpharetta, GA, Aptean has offices in North America, Europe, and India, as well as an extensive Partner Channel. Our customers are located in 74 countries across Europe, Latin America, and North America.
Reporting to the VP of Global HR, the Director, Human Resources will be a leader who will develop, implement and drive human resources solutions for multiple departments, facilities and functions across North America. This high-profile role will draw upon past experience in a global company, with a focus on managing all aspects of HR, including Workforce Strategy, Learning & Organizational Development, Employee Engagement/Relations, Talent Acquisition, Compensation, Benefits and/or Systems. The individual will rely on business acumen and relationship-building skills in order to develop strong consultative and influential relationships with the leadership team and the HR team who supports them. We are a global company; experience with global HR and cultural issues will be important for success in this role. This role requires strategic expertise to proactively develop integrated solutions to bring out the best in our people by assessing, anticipating, and solving human resource-related needs.
Scope: Participates with other senior leaders to establish strategic plans and objectives. Makes final decisions on administrative or operational matters and ensures effective achievement of objectives.
Complexity: Works on complex issues where analysis of situations or data requires an in-depth knowledge of the company. Participates in the corporate development of methods, techniques and evaluation criteria for projects, programs, and people. Ensures budgets and schedules meet corporate requirements.
Supervision: Directs and controls the activities of the HR functional area through several direct reports on the HR team. Has overall control of planning, staffing, budgeting, managing expense priorities, and recommending and implementing changes to methods.
Interaction: Regularly interacts with executives, managers, and employees at all levels. Interactions frequently involve special skills, such as negotiating with management or attempting to influence senior level leaders regarding matters of significance to the organization.
Full line: Manages a team of 4 direct reports including: 2 HR Business Partners, HR Generalist, Talent Acquisition team lead, Compensation and Benefit Specialist.
Organization Effectiveness/Culture
- Provides leadership and guidance to managers on HR policies, programs, and processes to ensure fair and consistent application.
- Anticipates and plans for future human capability needs by analyzing and interpreting workforce information, reviewing results of employee surveys, and discussing key issues and concerns with business and HR leaders.
- Develops HR programs, policies and processes to have a positive impact on all four pillars of Aptean’s strategy (Customer Experience, Winning Teams, Operational Efficiency and Company Growth)
- Ensures HR initiatives are aligned to and integrated with the business needs and organizational culture.
- Provides strategic human resource consultancy and ensures effective delivery of policies, programs to ensure consistent best practices and alignment towards a high performance culture.
- In conjunction with the management team, helps influence and shape the culture and develops tools and resources to reinforce the values and culture within the respective operating company.
- Conducts annual employee engagement survey process, developing communications and recommended action plans in relation to employee feedback.
Employee Relations/Performance Management
- Serves as an advocate for employees balancing employee and business needs and identifying optimal HR solutions to resolve issues.
- Actively manages all legal issues such as Human Rights, internal investigations, harassment, etc. in consultation with the VP of HR.
- Provides a point of escalation for confidential guidance and counsel to leaders and staff concerning policies, practices, performance, and conflict resolution.
- Ensures all aspects of performance management are conducted fairly and completed on time.
- Holds leaders accountable throughout all aspects of the performance management process providing support, advice, and coaching throughout.
- Assess the effectiveness and overall impact of current performance management tools and processes making recommendations where appropriate.
- Provides guidance through the termination/separation process and engages with legal counsel when appropriate.
Recruitment, Selection, Development and Retention
- Develops strategies to link recruitment, development, performance management and succession planning to organizational capacity and to develop and retain “A” players.
- Provides interviewing support for senior level positions.
- Provides consultancy, tools and resources to help avoid mis-hires.
- Works with managers to identify, develop, and retain A players.
- Identifies staffing needs and requirements and proactively manages the recruitment & selection process ensuring candidates are well aligned to the core values and culture.
- Identifies current and future potential of candidates, making recommendations regarding talent for future anticipated needs.
- With a continuous improvement mindset, develops and evaluates the recruitment and onboarding process making changes as necessary.
- Supports leaders in the selection of candidates and the negotiation of terms and conditions of employment.
Total Compensation & Benefits
- Monitors the overall effectiveness of the total compensation and benefits strategy to ensure we remain competitive and that variable compensation plans are incenting the right behaviors to drive business results.
- Stays current with trends and best practices in total compensation and benefits, making recommendations to maintain or enhance the attractiveness of our offering to current and future staff.
Training & Development
- Develops and participates in the creation and delivery of training programs/tools to build the skills, competence, and confidence of our workforce working towards the development of high performance.
- Conducts training and/or coaching for existing and next generation leaders.
- Provide tools and resources to identify and develop high potentials.
- Works with managers to seek out internal or external learning and development opportunities to help support employee growth and career progression and move us towards a learning culture.
HR Compliance
- Ensures HR policies and processes are compliant with all relevant legislation.
- Proactively identifies & communicates risks and develops risk mitigation strategies where appropriate.
- Stays current with changes in legislation and understands the impacts of those changes on the organization developing appropriate policies, procedures.
Data Integrity and Human Resources Systems
- Work with Workforce Planning & Systems team to ensure the data integrity of all employee data in the HRIS through consistent and comprehensive audit processes.
- Proactively identifies areas for improvement, integration and automation to provide ease of use and functionality for end users.
Strategic Projects and Initiatives
- Participates in HR due diligence during the acquisition process to ensure compliance with appropriate employment legislation and overall cultural alignment and organizational fit.
- Makes recommendations for tools, processes, systems, resources to enhance the overall efficiency and effectiveness of the HR function.
- Serves as project manager on select HR strategic initiatives creating a project plan, monitoring progress and reporting status to stakeholders. Develops implementation and roll out strategies and monitors results post-implementation to asses overall effectiveness and uptake.
HR Thought Leadership/Best Practices
- Maintains an awareness of emerging trends and best practices in HR
- Proactively Identifies areas of improvement and efficiency to continuously provide value and improvement to the organization.
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