Human Resources Director

Our Director of Human Resources acts as a strategic partner to assigned business groups or functions, providing leadership and guidance for talent programs and processes that align with evolving business priorities. This role collaborates closely with business group presidents, executives, and senior leadership to plan and execute talent strategies, utilizing HR Centers of Excellence programs and tools. The HR Director is part of the extended HR Leadership Team at Generac. Areas of focus include talent attraction, development, and retention, employee engagement, strategic succession management, performance management, compensation, change management, employee communications, and employee relations. Additionally, the Director utilizes data and analytics to provide talent-related insights, recommendations, and solutions.

Relocation Assistance is offered for the role.

KEY RESPONSIBILITIES:

Organizational Effectiveness / Team Leadership

• Partners with the business to manage organizational talent through performance management, succession planning, and development.
• Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.
• Develops and/or recommends operating and capital budgets and controls expenditures within approved budget objectives.

HR Business Partnering

• Executes human resource strategy in alignment with the organization’s short-term and long-term business goals. Partners with assigned business group to execute HR strategies and processes in a high-quality manner (i.e., operational excellence), with a focus on desired outcomes.
• Serves as a strategic resource and trusted advisor to internal stakeholders. Partners with functional teams along with HR COEs (e.g., Talent & Learning, Total Rewards, DEI) to develop a strong and ready pipeline of talent to execute against business priorities, and to build overall organizational capability.
• Provides HR leadership and guidance in support of annual HR/Talent programs and processes for assigned business group, with a focus on leadership skill building for stronger results. Leverage HR COE programs and processes for local activation.
• Provide ongoing support of hiring needs – partner with Finance and senior business leaders to build annual hiring plan aligned to strategic initiatives and collaborate with hiring leaders in support of open positions across assigned client group. Provide hiring progress updates / reporting to client group, leveraging data provided by the HR COEs.
• Coach and educate leaders on the “why” behind all programs and processes, leading with the desired outcomes; shift from tactical execution to strategic talent planning and organizational performance.
• Provides guidance and planning expertise for compensation strategy, salary planning, job evaluation, and short- and long-term incentives.
• Supports and guides employee relations matters through to resolution.
• Ensures business group adherence to established policies and procedures, mitigating organizational risk.

Organizational Development and Effectiveness

• Supports the development and implementation of global/standardized HR programs and policies that drive innovation and employee engagement.
• Partners with the business group on organizational design strategies and needs with a focus on improving individual and organizational capability and operating efficiency.
• Plays a consultative role in support of organizational and/or employee change initiatives, highlighting the “reason why” in support of the change, the value/benefit of the change, and capturing organizational and/or individual change impacts.

Project Work

• Participate in special project work in support of HR strategic initiatives and/or business group priorities.

Minimum Job Requirements

Education

• Bachelor’s degree in Human Resources or related field.

Work Experience

• A minimum of 7 years of progressive Human Resources experience, to include a minimum of 4 years of management level experience (i.e., leading a team of direct reports).
• Prior experience leading strategic HR talent programs and processes to include but not limited to the following: Talent Review, performance management to include facilitating performance calibration sessions, employee engagement, compensation planning (base salary, short and long-term incentive programs), business / talent strategic planning and alignment, and project work in support of business initiatives.
• Prior experience directly supporting and collaborating with executive leadership teams.
• Prior experience creating executive level, professional presentations – content creation and facilitation.

Knowledge / Skills / Abilities

• Knowledge and practical application of various HR programs and processes to include but not limited to: Performance Management, Talent Review, Succession Planning, Employee Relations, Compensation Planning, Employee Engagement, Org Design, Change Management.
• Strategic thinking skills with an ability to set the strategy and create a plan to execute.
• Demonstrated ability to prioritize work and effectively manage workload.
• Excellent communication, interpersonal and influencing skills.
• Ability to coach employees and leaders across all organizational levels.
• Ability to develop and maintain strong, effective business partner relationships built on mutual trust and respect.
• Learning agility with a focus on developing strong business acumen to effectively support the business.
• Ability to leverage available data to provide talent insights and recommendations.

“We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.”