Job Details
Job Location: Corporate HQ - Elkhart, IN
Salary Range: Undisclosed
Description
MISSION:
As a true systems thinker, our Human Resources Director leads and directs strategy and execution of Kem Krest’s Human Resources business facing and people operations functions, inclusive of human resources business partners, employee relations, talent acquisition, analytics, payroll, and benefits. As a key member of the Human Resources leadership team, the Human Resources Director will partner closely with the HR leadership team (talent management, culture and engagement and communications) to innovate and deliver comprehensive end-to-end solutions aligned to the business goals to propel Kem Krest growth through talent into the future. The Human Resources Director’s mission is to:
1) Lead the innovation, improvement, and implementation of world class Human Resources processes, tools, frameworks to align human capital strategies to Kem Krest’s business strategies, to ensure we have the talent needed to deliver growth goals.
2) Develop strong value-creation, trusting advisory and consultative relationships with leaders (functional business leads, Directors, Executive team) throughout our business, deeply understanding and leading the execution of consistent yet individualized talent strategies for functions and sites.
3) Develop and build strong business acumen, HR competency and consulting / facilitating competency throughout the business facing and people operations team.
4) Develop and promote a culture of continuous learning and development of the Human Resources team to enable exceptional consultative business partnership, delivery of HR operations, and organization with A players to enable commercial excellence, innovation, deliver on expansion and drive market capture and growth.
5) Innovate and deliver continuous improvements in our HR practices, process, frameworks and tools that drive an exceptional employee experience, prepare talent for the future, enable attraction and retention and maintain compliance.
6) Lead the creation and delivery of HR practices that reach and sustain Kem Krest’s goal of 80% A players in key roles.
KEY OUTCOMES (KPI’S):
Lead the Business Facing Functions to achieve KPIs:
- % A player in key roles: 67% in 2024, 80% in 2025
- Turnover: reduce at least 20% from 2023 (45% vol annualized)
- Diversity: grow / maintain diversity of workforce of 65%; increase culture of inclusion
- TTF: >30 days salary, >15 days hourly
Lead the HR operations functions to achieve KPIs:
- Expand Health and wellbeing benefits savings through benefits strategy and on-site clinic growth Expand health joy usage including use of mental and physical benefit offerings
- Compliance of all wage, state and local law, financial and health benefit regulations
- On-time and accurate processing of payroll and benefits
Human Resources capital strategy creation, innovation and deployment to achieve 80% A players in key roles:
- Using industry best practices, voice of customer (leaders and employees) and business strategy, lead the execute and improvements to our Human Capital Strategy, focusing on achieving 80% players in key roles throughout processes of: performance management, strategic workforce planning, organizational and role design, talent assessment and development, leadership coaching and development, talent selection and employee relations.
Advance our Human Resources Operations functions through technology and process:
- Enable the organization (managers, employees, and HR) with connection, alignment and efficiency of HR processes through an implementation of a new HRIS.
- Lead the integration strategy, execution and ownership of governance and improvement post-implementation.
- Enable real time data talent predictive and combination metrics, to enable data driven business and talent decisions.
- Increase data fluency and acumen throughout the HR business partner team to use data and analytics for strategic consultation to business leaders.
- Translate aggregate talent analytics into Human Capital strategies to improve business results.
Deepen value-creation and trusting partnerships:
- Through HR deeply understanding the business strategies, how Kem Krest creates values in the market, and our organizational structure advance HR partnership competencies to deliver best in class consultation, partnership, and influence skills.
- Lead initiatives that deliver business value, ex: leadership and organizational development, organization design, change management, performance management coaching.
- Ensure business facing HR and HR operations are experts in their business, functions the support and manage, to provide accurate and valuable consulting and execution.
Human Resources process execution:
- Enable sustainable Human Resources execution through process. Develop and deploy meaningful and consistent process execution across the function to improve HR performance and deliver a consistent employee experience.
Top-grade to strengthen Kem Krest leadership and HR capabilities in the organization:
- Select and performance manage talent to achieve 80% as A players in key roles in HR.
- Identify and develop competencies and capabilities in business facing and HR operations roles. Select for and develop an innovative mindset to transform Human Resources function.
- Create a culture of empowerment, driving results, courage and growth orientation.
- Lead the creation and implementation of the strategy to enable A players throughout our organization.
CORE COMPETENCIES:
Functional Leadership:
- Has the breadth of capabilities to lead all Human Resources functions (HR business partners, Talent Acquisition, HR Operations) and understands / has been involved in creating and leading Human Capital strategies that impact a business. Is a hands-on leader. Isn’t afraid to dig into the business and human resources functions at a deep level when needed to drive change in culture, execution, or results. Leads with humility, curiosity, adapts to the management level needed.
Business Acumen:
- Understands how business operates at a deep level. Leverages key business drivers for financial health. Deep understanding of the customers, markets and industry in order to create sound strategies that enable long-term and sustainable business growth. Comes with a business mindset first, and applies human capital strategies to solve business problems vs. bringing a HR agenda to the table.
Change Leadership:
- Responds to changes in the organization and can effectively lead organizational change. Empowers the organization (HR, leaders, and employees) to bring innovations ideas to the table and actively supports process and system improvements to drive Human Resources and/or business functional excellence. Subscribes to the “best idea wins” mentality, and actively seeks input from employees deep in the organization for innovation and change ideas and initiatives.
Professional Confidence:
- Approaches others assertively, responsibly, and supportively, leading steady and prioritized work to drive achievement of long-term objectives.
Decision Quality:
- Makes data-driven decisions, balance short and long-term considerations in the best interest of the company. Courageous makes decisions to drive functional and company success.
Vision:
- Innovative, visionary leadership to drive business objectives in the long-term (3-5 years in the future).
Ensures Accountability:
- Hires and develops top talent. Holds self and others accountable to meet commitments. Sets stretch targets and removes / supports the removal of obstacles and barriers to deliver on objectives.
Drives Results:
- Consistently raises the bar and presses the organization and self towards a higher level of achievement.
Builds Effective Organizations:
- Building strong-identity, highly competent teams that apply their diverse skills and perspectives to achieve common goals. Creates a culture of empowerment.
Instills Trust:
- Gains and maintains the confidence and trust of others through honesty, integrity, and authenticity throughout all levels of the organization. Demonstrates utmost integrity.
Manages Complexity:
- Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve and/or leads others to solve problems.
Collaborates:
- Demonstrates a deep commitment to shared leadership, transparent approach, builds partnership and works collaboratively to drive, enable and/or meet shared objectives.
Strategic Mindset:
- Sees ahead to future possibilities and translates them into breakthrough strategies.
Qualifications
STRENGTHS TO BE SUCCESSFUL:
- Bachelor’s degree in business required. Master's degree preferred, in a business-related field.
- 10 years of experience with progressive leadership in Human Resources. Has extensive business partnership experience, with some experience either executing or leading HR Operations fun.
- Demonstrated ability to set and drive metrics that drive performance in operational and financial excellence.
- Has had direct responsibility leading and developing HR professionals across multiple functions: HR business partners, Talent Acquisition and/or HR Operations.
- Strong strategic thinking and communication skills coupled with demonstrated ability to ensure execution of tactical strategic plans for business growth success.
- Leadership style that guides the organization in alignment with the company's culture, vision, mission, values, and strategic goals.
- Demonstrated process improvement and innovation implementation to drive functional and organizational success.