DIRECTOR HUMAN RESOURCES
The Human Resources (HR) Director works to develop and implement an HR strategy that aligns with the company's vision, mission, and goals while fostering an organizational culture built on innovation, collaboration and inclusiveness. The Director provides consultation to different departments and management on strategic staffing plans, compensation, benefits, learning and development, employee and labor relations. In addition, the Director provides leadership to all areas of HR by planning, directing, and organizing the company’s HR programs and employee relations functions to attract, develop and retain the best talent, enhance employee morale, ensure benefit and compensation levels are equitable, and confirm that all programs and services comply with the company’s policy and applicable legislation.
Position Responsibilities:
- Leads development and implementation of human capital strategy for client group including appropriate talent and organization interventions
- Delivers talent management processes, organizational assessments, and leadership development.
- Drives an open and inclusive culture of results-oriented performance and positive employee relations.
- Manages an established and competent team of HR professionals and ensure the effective and efficient execution of HR programs.
- Manages tight deadlines and multiple priorities, and effectively communicate progress on projects on a daily, weekly and quarterly basis.
- Uses data and analytics to identify strengths and weaknesses in personnel management strategies to improve employee retention.
- Builds credibility and collaborative relationships with managers and employees.
- Provides guidance and counsel to managers/supervisors on HR policies and best practices
- Analyzes trends and metrics (in partnership with specialist functions) to develop solutions, programs, and policies
- Recommends and implements employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale, motivation, and engagement.
- Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.
- Manages the activities of the HR support group to ensure the needs of the facility and employees are met.
- Administer programs to maintain effective employee relations through the equitable application of policies and procedures.
- Provides guidance on organizational effectiveness and talent planning
- Maintains in-depth knowledge of legal requirements to reduce legal risks and ensure regulatory compliance
Nature and Scope:
- Develops and implements strategic plans and objectives for the department/sub-function in an effective and innovative fashion
- Understands the business and can put together comprehensive department solutions
- Works with other leaders to establish strategic plans and works towards achieving them
- Provides leadership and direction to managers in their respective division/department
- Sees to department staffing needs (e.g. interviewing, hiring, new hire and ongoing training, annual evaluations, etc.)
- Participates in budget development and monitoring of expenses
- Level of signing authority established by company policy/guidelines
Knowledge and Skills:
- Strong knowledge of multiple HR disciplines including compensation practices, organizational diagnostics, employee and union relations, diversity, performance management, employment laws etc.
- Consulting, conflict management, business literacy, verbal / written communication, flexibility, and strong relationship skills
- Strong large scale change management skills
- Demonstrates strong people management skills
- Strong written and verbal communication skills
- Delegation—the individual delegates work assignments, gives authority to work independently, sets expectations and monitors delegated activities.
- Ability to manage and administer a broad range of tasks including resolving complaints, counseling managers and employees on the interpretation of policies, procedures and union agreements.
- Ability to build and maintain positive relationships internally and externally.
Experience:
- 12 plus years of progressive HR experience
- 5 plus years in a HR Management role
- High volume manufacturing environment or multi-state branch/sales experience a plus
Education:
- Bachelor’s degree
- HR related certification desired
- Advanced degree desired
People Management (Y/N) : Yes
Physical Requirements / Working Environment :
Must be able to perform essential responsibilities with or without reasonable accommodation; overnight and out-of-state travel as needed, though typically up to 25% depending upon assigned clients. Potential for hybrid or remote work.
Reports to: Vice President, Human Resources