Human Resources Director

The Director of Human Resources is responsible for proactively leading all aspects of strategic and tactical HR support for their designated division. This includes providing strategic and operational HR advice, coaching, development, and support to the functional businesses; acting as the single point of contact for division leaders; and being an active member of one or more local division/corporate leadership teams. Serving as the point of contact for all people related issues, the Director of Human Resources will have responsibilities covering a broad spectrum of HR activities such as employee relations, performance management, interpretation of policies/practices, compensation, career development and coaching, talent management, change management, resourcing, learning interventions, and leadership development. The Director of Human Resources understands the business beyond the HR function and influences the overall organization to ensure superior operations and business outcomes.

Essential Responsibilities

Business Results

• Facilitate business change and performance across supported groups through the implementation of an effective people strategy; influence significant business decisions through a close partnership with a team leader and his/her leadership team.

Culture and Organization Effectiveness

• Understand the business strategy and identify opportunities to improve organizational capability and drive culture change to align the organization with the strategy. Must have the ability to diagnose gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training. Ensure organization practices align with Powell philosophy.

Organization Capability

• Partner with division and corporate leaders to understand current and future skill and capability needs. Develop and link key competencies to all HR functions and tools including job requirements, selection systems, development programs and evaluation tools. In conjunction with recruiting specialists, advise on recruiting and attraction strategies, executing these plans in local areas. Develop and oversee the retention strategies for key talent. Facilitate the development of people through the execution of succession planning systems and the design and delivery of individual development plans.

Talent Management

• Partner with functional leaders to build a talent strategy, ensuring Powell has the right succession of talent to achieve long-term goals. Ensure all leaders understand their roles as talent generators - focus on the success of talent from recruitment, onboarding, promoting, and retention through a purposeful and strategic use of powerful people, analytics and data. Maintain and support relationship building to drive talent management and effectively manage in a matrix structure to enable high growth and profitability.

Career Planning & Employee Development

• Leverage the HR capability to ensure position requirements are established, competencies developed in those roles, and career progression opportunities are identified. Provides training and tools to drive leadership engagement and commitment to support career planning and employee development.

Performance Management

• Through the performance management system assure that annual employee job performance assessments are conducted. This includes the annual goal setting process, the annual assessment process and periodic feedback sessions that strive to raise the performance bar in the organization. Provide coaching and consulting to business leaders on effective performance management intervention.

Coaching, Consulting, and Facilitating

• Provides guidance and direction to business leaders on human resource management policies, processes, and systems.

Employee Engagement and Relations

• Directs employee relations investigations and other sensitive employee matters ensuring fair and equitable treatment of all employees in a manner consist with company policies, practices, and values. Find the right balance between the business need and employee advocacy. Provide consultation to division leaders on employee engagement strategies with their teams. Support local facilitation of HR communications.

Training and Development

• Manage these processes to facilitate employee development

Legal Compliance

• Assure that the business has in place processes that comply with country legal requirements in the areas of employment and employment administration.

Compensation

• Administer compensation programs to assure competitive pay practices through systems that strive to reward exceptional employee performance.

Employee & Team Effectiveness

• Lead the development and execution of successful employee engagement strategies in response to business needs and employee survey feedback. Partner with management to ensure proactive and effective performance management and follow through.

HR Process Management

• Recommend, document, and implement HR policies, practices and procedures to support business goals. Advise local management on labor law and related human capital legislation. Support local facilitation and implementation of HR programs and policies through effective communication with managers and employees.

Compliance Management

• Ensures company adherence to relevant provincial and national employment laws, as well as developing, implementing and maintaining all required regulatory reporting.

Minimum Qualifications

• BS Degree in Human Resources or related field.

• Minimum 15 years related experience in a fast-paced manufacturing environment.

• Minimum 5 years previous leadership required.

• Professional in Human Resources (SPHR certification) preferred.

• Developed expertise in more than one people systems, i.e., staffing, compensation and performance management is essential, as well as demonstrated knowledge of the principles, theories and concepts of Human Resources

Core Competencies

• Foster positive employee relations through effective interpersonal communication with all team members.

• Flexible and quick to adapt to changing priorities and circumstances.

• Analytical problem solver with thorough research abilities; an organized self-starter with the ability to work independently.

• Possess the business acumen to provide exceptional customer service to internal client groups.

• Possess the highest personal and professional integrity by acting honestly, ethically and in good faith in the best interest of the Division, while maintaining the highest level of confidentiality.

• Forward thinker who can forecast potential vulnerability and coach others to mitigate the issues.

• Continuously able to balance resources, re-establish priorities and deadlines based on changing business needs of a rapidly growing entrepreneurial organization.

• A sense of urgency, results focused, action oriented, decisive personal style.

• Highly motivated with a roll-up-your-sleeves attitude and a demonstrated willingness and aptitude for taking on hands-on human resource projects and leading by example.

• Strong people skills with the ability to handle difficult situations.

• Strong written, listening, and oral communication skills.

• Strong leadership, guidance, and coaching skills; and

• High level of self-motivation and initiative with the ability to work well under pressure.

Working Conditions

• Temperature controlled working environment. Some outside activities may be required.

• This position may travel out-of-town to attend training and meetings.

• Typical office environment: may experience minor discomfort from extensive use of a computer display and keyboard; travel between buildings on campus and between campuses.

Physical Requirements

• Maintaining body equilibrium and agility to prevent falling when walking, standing, crouching, ascending or descending stairs.

• Sitting, standing and walking for long periods of time.

• Typing, punching or applying pressure to an object with fingers and palm

More Information

This job description outlines the essential functions of the job and does not contain a comprehensive list of all possible responsibilities, tasks, and duties.

This position does not offer Visa sponsorship or relocation.