Business is one of several divisions within a Fortune 500 company.
The Division Human Resources Director will be responsible for wide range of functions including Business Partnership and Guidance, Risk Management, HR Strategy, Organization Design & Effectiveness, Talent Management/Employee Development, Compensation, Employee Relations, HR Policies & Procedures, HR legal compliance and Company Culture. Ensures HR strategy aligns with business plans and strategic objectives. This role will include direct management of other HR professionals.
Partner with VP/GM and actively participate with business leadership in strategy development and operational planning for the division.
Develop actionable HR strategies and tactical plans to support the achievement of divisional goals. Works cross culturally to achieve business outcomes and improve organizational effectiveness.
Partners on long range and annual plan development. Identifies implications for organizational strategy along with recommendations to support longer term business growth. Collaborates with management to identify change management implications and leads change.
Consults with and advises business leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design, and manpower forecasting, interdependencies, and role and responsibility clarity.
Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs.
Develop/administer employee performance management process and provide training and support in all components of performance management.
Assesses organizational capabilities and identifies gaps. Actively participates with business leadership to source, evaluate, select and onboard talent.
Coaches business leaders and their teams on the development of others. Interfaces with other Company HR personnel to advance movement of talent across business groups. Helps identify development opportunities for talent within the business unit and tracks progress on development action plans.
Consults on succession plans. Drives and facilitates management team in HR planning, assessment and succession plan reviews.
Develops and administers job evaluations, salary ranges and annual merit review programs, using relevant market data as needed to maintain competitiveness. Collaborates with GM and Controller on annual bonus programs. Coordinates with Company Corporate compensation department as required.
Lead and influence change management. Builds and drives employee engagement. Advises and coaches business unit management on resolving employee issues. Manage complex or significant employee relations issues. Analyzes employment-related concerns, patterns, and business needs to proactively develop and implement action plans to address pervasive issues. Balances legal exposure with desired business outcomes. Consults with Company Corporate Employee Relations department as required.
Fosters positive employee relations. Maintains a union free environment. If applicable, responsible for administration of union contract in a fair and consistent manner. Performs cost analysis of alternate benefit proposals. Member of union contract negotiating team.
Directs, recommends and proactively communicates appropriate local implementation of HR policies, practices, and initiatives. Ensures legal and regulatory compliance, including: equal employment opportunity/affirmative action, wage and hour, and work authorization. Designs, business unit specific policies and practices as needed.
Fosters continuous improvement by analyzing processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance. Utilizes data to drive decisions and ensure accurate recordkeeping/data integrity is maintained. May process payroll for single/multiple sites or business units.
In concert with management, builds and champions a positive employee culture. Champions diversity and inclusion goals, strategies and plans. Actively participates in Employee Communications. Provides high-touch HR support to the business. Oversees company and community events.
Directly supervises # of employees. Carries out supervisory responsibilities in accordance with Company policies and applicable laws. Responsibilities include planning, assigning, and directing work; hiring, training, appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems, and ensuring employees follow prescribed safety rules. Provides support and mentoring to HR Operations Specialist(s).
Champions a safe work environment and demonstrates effectual leadership. Promotes reporting of safety issues and ensures appropriate follow-up. Submits information to Corporate regarding workers compensation concerns and OSHA/safety issues. Participates in appropriate loss prevention activities to control risk and expense.
B.S. / B.A. degree required, or combination of business experience and education
MBA and/or additional coursework are a plus
7 years of experience of progressive HR experience up to senior managerial positions
Possess strong cross-cultural awareness
Flexibility to change priorities at times and assess dynamics and the impact.
Demonstrated success within a multinational organization desired
Experience managing Human Resource functions for more than one manufacturing facility preferred
Strong people management skills with hourly and salaried populations
Excellent at driving accountability and results with an HR team, leadership team and functional teams (Engineering, Finance, Sales, Operations, etc.)
Experience in all facets of human resources including knowledge of recruitment processes, benefit and compensation administration, employee relations, and legal compliance requirements
Strong written/verbal communication skills; good listening skills; a team player who demonstrates the ability to relate to employees at all levels of the Company and who is sensitive to cultural differences
Approachable, inspires trust and confidence. Ability to use good judgment and discretion with highly confidential business and employee information
Must be adept at analyzing facts and issues, identifying options, and able to decide and recommend a course of action. Must know when to compromise and when to be assertive.
Able to accurately assess people
Independent and organized work style: Effectively manage time and prioritize work load, assume and manage multiple tasks without close supervision, adapt to change, and consistently meet deadlines. Ability to make independent decisions and regularly suggest ways to improve services and processes
Comfortable with ambiguity and ability to thrive within a matrix organizational structure.
Strong PC skills/aptitude. Intermediate Proficiency in MS Office programs (Word, Excel, and PowerPoint). Experience using HR systems – preferably Workday
Approximately 25% travel will be required in this role including international travel