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| Position |
HR Director |
| Company Info |
An American company |
| Responsibilities |
POSITION PURPOSEThis position typically reports directly to the Vice President/General Manager of a major (full functions and P&L) region and is the highest level HR leader within the region or large facility; leading a wide variety of Human Resources related activities that impact the P&L. Typically the region/location will be a large, complex site or across multiple locations. This activity has direct impact on the health and profitability of the P&L as well as a broader impact on company as a whole. The Human Resources Director acts as a key company resource by partnering with business leaders in the assessment of business needs and by adapting HR practices, processes, procedures, and services in response to those needs. This position is responsible for designing and implementing products and services to meet critical business needs.
Essential Functions% TIME•Organizational Capability and Workforce Planning --- Responsible for accurate assessment of business needs in collaboration with business leaders, and executing a strategy to meet both short and long-term needs of the business.0%•Staffing, Manpower Planning, Recruitment, and Employment --- Accountable for collaborating with leadership on staffing strategies and rigorous adherence to recruiting processes.0%•Total Rewards --- Accountable for conveying a clear understanding of company’s Total Rewards Philosophy that emphasizes pay for performance, market based pay and an engaging employment value proposition. Administers compensation programs (i.e. salary and equity reviews); participates in market salary survey analysis to review competitiveness; designs and develops salary structures that meet the needs of the business.0%•Compensation & Role Management --- Responsible for consistent and equitable administration of salary structures, job codes and titles. Supports the global job code standardization process by participating in and leading JCS initiates. Ensures local salary structures are competitive and closely aligned with the market. Participates in periodic review of market pay salary structures. Works with leaders in the progression process to ensure members are fairly assessed and the process guidelines are followed.0%•Performance Management --- Ensures adherence to the annual cadence and consistent application of the global Leading Performance Management Process (LPMP) that includes the Written Reflection, goal setting, Annual Conversation and development planning as well as other performance tools such as Performance Improvement Planning.0%•Compliance and Risk Management --- Accountable for treatment of members that is fair, equitable and in compliance with local and national employment laws while respecting cultural difference among groups; effectively manages the broader business related risks; accountable for the administration of the local compliance programs were required.0%•Member Relations --- Understand and resolve HR issues and their broader impact on company policies and practices. This includes completing and assigning ethics investigations.0%•Labor and Employment Relations --- Accountable for positive labor climate and the equitable administration of local employment agreements including dispute resolution and contract interpretation. Leads contract negotiations as appropriate. For non-represented workforce groups; works to maintain their status through positive workforce climate.0%•Inclusion --- Understands workforce diversity and the cultural differences between countries and regions and creates an environment where members feel valued for their unique contributions to the company.0%•Affirmative Action/Equal Employment Opportunity --- Where applicable accountable for managing AA goals; responsible for targeted outreach with community based organizations and recruiting sources; responsible for the annual Affirmative Action Program; supports OFCCP audits as needed. Investigates and resolves EEO issues/complaints.0%•Work Force Management --- Consults with region leadership and Business Group VP, Human Resources in the assessment of the organization's needs and capabilities in the event of workforce management. Coordinates and drives workforce management activities across region in adherence to the Workforce Management policies.0%•Learning and Development --- Develops comprehensive plans to support performance enhancement in assigned areas. Collaborates with leaders and members in the areas of member development and training. Supports the Global Training program.0%•Talent Management --- Drives the Talent Management Process and acts as a process owner for the region. Provides oversight, advice and counsel to local HR staff throughout the process. This includes the talent assessment reviews, succession planning and development planning processes. Coordinates review of results with Group Director, Human Resources.0%•Project Management --- Accountable for the execution of the Global Human Resources strategic plan that applies to assigned client groups and leads global project teams as needed.0%•Designs, develops, and implements strategic HR plans that are based on top level Business Group and HR strategy.0%•Designs, develops, and implements 12-18 month HR operating plans that include both service objectives and profit planning targets.0%•Leads HR issues and initiatives for assigned client groups.0%•Manages strategic supplier relationships (i.e. recruiters, temporary agencies, outside labor law counsel, etc.).0%•Has awareness of and elevates key site information to HR Vice President (e.g. Attrition trends, member morale, etc.).0%•Provides leadership and development of HR leadership staff, including planning, organizing, staff development and performance management/coaching. Develops the region HR budget, metrics, policies, processes, procedures.0%•Responsible for driving CI/Lean initiatives throughout the region, champions local HR projects.0%
Other Functions•Supports Business Development (mergers, acquisitions, joint ventures, integration) work linked to the Business group•May lead and/or provide support in the following areas in some locations: Benefits Administration, Environmental, Health & Safety, Disability/Workers Compensation Case Management
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| Requirements |
QUALIFICATIONSTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Knowledge/Skills/Abilities•Strong proficiency in all areas of Human Resources and a proven ability to apply it in a variety of situations: Staffing and Recruiting; Compensation; Performance Management; Member Relations, Labor Relations, Member Development; Workforce Management; Organizational Development.•Demonstrated ability to think and act on strategic HR issues, projects and initiatives.•Proven ability to lead and work in a team-based environment.•Strong ability to plan, organize and manage a heavy workload while directing the work of other leaders and individual contributors.•Demonstrated ability to resolve complex issues without detailed instruction or procedural guidance. Provide guidance to HR staff in the resolution of complex issues in accordance with Company policies, philosophy and in accordance with applicable laws.•In-depth understanding of applicable laws and regulations in different legal and regulatory frameworks as well as company policies and practices.•Excellent communication and influencing skills; ability to collaborate and influence all layers of the organization. Strong presentation skills.•Strong business understanding and the ability to connect HR solutions with business performance.•Ability to drive and influence results through own efforts and that of others.•Practical and results-oriented; ability to be effective within a matrix structure.•A person of unquestionable honesty and integrity; demonstrates an outstanding work ethic.•Demonstrated ability to lead and mentor HR Staff. Ability to lead team to deliver HR services that meet the needs of the organization and create partnerships with leaders and members.•Strong cultural savvy and managing various levels of diversity.•Demonstrated ability to lead, manage and drive Global HR projects.•Ability to balance global inputs to effectively manage communications, implementation of polices/procedures and strategy execution.•Demonstrated ability to lead multi-site HR leadership teams remotely.•Strong ability to partner with core staff team on strategic HR issues; ability to provide direct, balanced feedback and coaching at the region core staff level.•Solid understanding of Benefits (non U.S. locations).
Education or Formal TrainingBachelor's degree in Arts/Sciences (MA/MS)Experience
10+ yearsProgressively responsible Human Resources experienceX6 yearsExperience In a leadership roleXManaging multi-site or remote teams experienceXInternational exposure and experience |
| Update |
2022-02-11 |
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