Responsible for the compensation and performance management, strategic HR planning, employment, talent management, organizational development and training, safety, labor and employee relations, and employee services and benefits administration activities for the division.
Essential Functions
Management Participates as a key member of the division management team in development of strategic and annual operating plans. Develops and monitors key metrics for the division’s Human Resources function consistent with the Hendrickson guidelines. Promotes implementation and transfer of best Human Resources practices; manages the department’s continuous improvement processes. Provides counsel and guidance to all HR employees in the division including dotted line relationships with plant HR functions. Develops the strategic direction for the divisional HR functions. Leeds weekly conference calls and facilitates discussions based on current company events, HR action plans, and common issues faced by the division HR group. Serve on company HR excellence team.
Participates as a key member of the division management team in development of strategic and annual operating plans.
Develops and monitors key metrics for the division’s Human Resources function consistent with the Hendrickson guidelines.
Promotes implementation and transfer of best Human Resources practices; manages the department’s continuous improvement processes.
Provides counsel and guidance to all HR employees in the division including dotted line relationships with plant HR functions.
Develops the strategic direction for the divisional HR functions.
Leeds weekly conference calls and facilitates discussions based on current company events, HR action plans, and common issues faced by the division HR group.
Serve on company HR excellence team.
Employment
Maintains employment procedures and practices designed to attract and retain qualified employees.
Assists in development of division position descriptions.
Conducts workforce planning for division.
Manages the division’s EEO/AAP programs.
Reviews all terminations decisions; conducts exit interviews.
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Serves as an internal consultant and coach on divisional labor and employee relation issues.
Compensation and Performance Management
Administers the Hendrickson Performance Appraisal System; reviews and approves all division-level performance appraisals; assists managers in developing written appraisals and in recommending salary adjustments. Approves all salary changes.
Counsels managers in performance improvement programs.
Provides training to managers to ensure consistent and appropriate application of the Performance management process across the division.
Organization/Management Development and Training
Attracts, retains and develops talented divisional staff.
Assesses division’s training needs; develops and delivers training programs consistent with Hendrickson training guidelines
Manages the Succession management process for the division Leads the IDP (Individual Development Plan) process Identifies opportunities for cross-functional training and career development assignments.
Leads the IDP (Individual Development Plan) process
Identifies opportunities for cross-functional training and career development assignments.
Employee and Labor Relations
Maintains a consistent approach to non-union and salaried employee relations throughout the division through maintaining and guiding administration of employee handbooks and managing a positive EE relations culture.
Maintain steady communication with plant staff and workforce, maintains awareness of current employee issues at all locations.
Serves as senior member of negotiating team
Safety and Loss Control
Maintains and effective safety and loss control consistent with Hendrickson guidelines
Ensures compliance with all OSHA and related safety regulations
Manages workers’ compensation claims and costs
Serve on the Safety Excellence Team
Employee Services and Administration
Oversees Administration of all employee benefit plans
Ensures that all personnel data and records are up-to-date and accurate; complies with all internal and external reporting requirements; prepares organizations charts.
Education And Training
Bachelor’s Degree in Business/Human Resources; MBA preferred
Minimum Qualifications
Minimum of 10-15 years experience in HR in a related manufacturing business
2-5 years experience as a business unit’s top HR executive; preference for experience in union and non-union as well as multi-site operations.
Demonstrated experience in training and development, organizational effectiveness, benefits, talent management, and strategic HR planning.
Demonstrated experience in attracting and developing proficient divisional staff.
Strong analytical, problem solving, and project management skills.
Effective written skill required.
Physical Demands
Some travel to manufacturing and distribution centers required.
Frequent sitting, work at computer for extended periods of time.
Environmental Conditions
Office setting
Exposure to R&D lab and manufacturing setting.
Behavioral Traits
Effective oral skill required.
Excellent interpersonal and collaboration skills required.
Self-motivated and empowered self-starter.
This is not a comprehensive list of duties.
Duties
may change without notice in management’s sole discretion.
We are an Equal Opportunity Employer.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or other characteristics protected by law.
