Job Summary & Essential Functions:
Provide vision and leadership in developing and executing a human resources strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of talent acquisition, talent management, succession planning, change management, organizational and performance management, training and development, and compensation. Oversees all areas of HR strategies and operations; including employee engagement, recognition, development and retention, HRIS, employee and partner relations, training and development and compliance.
- Establish and implement HR efforts that effectively communicate and support the organization’s vision and strategic direction.
- Develop HR plans and strategies to support the achievement of the overall organization’s business objectives including a variety of HR matters such as compensation, benefits, performance management, career paths and succession planning.
- Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.
- Working with the organization’s executive management, establish a sound plan of management succession that corresponds to the strategy and objectives of the organization.
- Oversite of a comprehensive strategic recruiting and retention plans and ensures there is a pipeline of talent (campus and experienced recruiting) to meet the organization’s performance and growth objectives resulting from a strategic employee value proposition.
- Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the organization.
- Provide overall leadership and guidance to HR function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits.
- Strategic analysis, planning and execution of the organization’s strategic initiatives - analyzes trends to prepare, plan and make informed business decisions to drive culture, growth and engagement, keeping in step with workplace market conditions.
- Create a culture of transparency and motivate engaged team members by building strong working relationships with team members.
- Ensure the alignment of workforce performance with organization’s objectives, understands employee concerns through employee surveys and focus group meetings (engagement surveys, exit surveys, etc.) and educates employees in a multi-generational workforce of changes in human resources policies, compensation practices and benefits to enhance overall organizational effectiveness.
- Creates awareness of the qualities, experiences, work styles and personal attributes such as gender, age, race, religion, disability, and ethnicity that results in a more robust and high performing team.
- Provide strategic HR guidance during business expansions and collaborates with other functional groups to ensure a successful transition.
- Ensures compliance with federal/state laws and regulations.
- Conducts investigations in partnership with legal team.
- Work with leadership to develop, create and implement a performance management system focused on modeling and rewarding behavior by establishing clear performance expectations, providing ongoing feedback and coaching, and effectively linking performance to rewards.
- Creates a framework and assists operations with training and development programs to ensure organizations has the capabilities to achieve performance objectives and to meet the changing skills needed to compete in a dynamic global marketplace.
- Develops talent critical to succession planning and builds a pipeline of employees with the requisite skills and experience for successively more responsible functional and leadership roles.
- Develop a compensation and benefits strategy that aligns with the organization’s’ strategic initiatives, goals, objectives and culture. Monitors the Total benefit programs to make sure it supports the employee value proposition strategy and reinforces the desired behaviors within the organization.
Knowledge, Skills, & Abilities:
- Ability to effectively communicate in all forms with others inside and outside the organization, clear verbal and written skills
- Knowledge of computers to perform necessary tasks with intermediate level in MS Office applications (Word, Excel, PowerPoint, Access, and Outlook) and HR programs
- Ability to work with a high level of accuracy and attention to detail to produce quality results
- Flexible with high energy, able to handle multiple tasks smoothly
- Strong planning and organizational skills including the ability to initiate, prioritize, and allocate resources
- Ability to negotiate and manage conflict tactfully and professionally
- Strong leadership and people management skills including team building, mentoring, and coaching within HR department and all employees within the company
- Strong decision-making skills; utilizing sound judgement and thorough processes
- Ability to problem solve issues involving multiple variables and limited standardization
- Ability to be creative and innovative with approaches to solutions and solving complex problems
- Ability to multitask efficiently and adapt within a rapidly changing environment
Required Experience & Education:
- Bachelor’s degree in related technical field
- Minimum 10 years progressive relevant job experience with 5 years supervisory experience
- Previous experience in manufacturing environment
- Project management including planning, budgeting and allocating of resources
Job Type: Full-time
Pay: $140,000.00 - $150,000.00 per year
Schedule:
Work Location: One location