The Director HR Operations will act as the key strategic business partner to drive enterprise priorities and innovation from a human capital standpoint for a region of manufacturing facilities.. Leads talent programs in terms of development and constant evolution in concept: LDP’s, rotational programs, co-op, internships, development initiatives for a business unit.. Manages all aspects of workforce planning, utilizes predictive analytics and insights to inform the approach.. SHRM-CP/SHRM-SCP or PHR/SPHR. Our Family-Building benefits support the many different journeys to fertility and parenthood.

hr operations

Job Description: Introduction: At GAF, we cover more than buildings. We cover each other. No matter what role, tenure, or track, under this roof you are empowered to be there for your teammates, your customers, and especially your community. Under this roof, we don’t back down from hard work– we support one another in pursuit of something bigger. We define the future while leading the present. And under this roof, we own our opportunities. Becoming the market leader only happens when everyone feels they have the opportunity, and the support, to thrive. We are GAF. And under this roof, we protect what matters most. SUMMARY The Director HR Operations is responsible for Human Resources strategy and service delivery for an operations business unit within GAF. As the leader of the HR function, the Director HR Operations will focus on driving a best-in-class talent strategy and partnering with the business to drive innovation and cutting-edge manufacturing strategies. The Director HR Operations will act as the key strategic business partner to drive enterprise priorities and innovation from a human capital standpoint for a region of manufacturing facilities. Essential Duties and Responsibilities <ul><li>Leads a team of HR Business Partners across a business unit supporting manufacturing and operations functions.</li><li>Supports transformational efforts and strategic initiatives for the business unit to include growth strategy, harmonization efforts and shared/deployed services.</li><li>Serves as a change agent to the business unit working closely in partnership with senior leader</li><li>Responsible for management of the HR budget for BU (forward-looking).</li><li>Conducts periodic talent reviews with business leaders to establish development plans and succession planning.</li><li>Directly responsible for planning and management of the business unit headcount to include organization design and structure.</li><li>Supports analysis of and management of direct and indirect labor costs.</li><li>Provides expert advisory services to management on a wide variety of human resources functional areas including talent strategies.</li><li>Develops and is a key partner in driving employee performance, culture and engagement.</li><li>Provides technical advice and assistance to the business unit related to performance, talent programs, training, and development.</li><li>Assists in developing human resources operational procedures and providing advice and recommendations to the business unit management and employees.</li><li>Leads the human capital component of providing multi-faceted solutions to complex business problems.</li><li>Develops and conducts training in coordination with multiple stakeholders on a variety of developmental topics.</li><li>Provides HR Business Partners (HRBPs), business leaders, and employees with interpretations of employee procedures, practices, policies, and guidelines when the issues involved are new, highly controversial, precedent-setting, and/or involve multi-faceted business complexities.</li><li>Uses surveys, interviews, and other studies to conduct research regarding human resources policies, compensation, and other employment issues. After analyzing the information, provide recommendations on progressive implementations.</li><li>Collaborates with the corporate legal team/employee relations/labor relations and liaises on employment law topics and company policies to managers, supervisors, and employees.</li><li>Researches and reviews documentation for alternative approaches to resolving problems.</li><li>Leads talent programs in terms of development and constant evolution in concept: LDP’s, rotational programs, co-op, internships, development initiatives for a business unit.</li><li>Provides information to management and employees on rights and obligations. Respect confidential information provided by managers, supervisors, union officials, or employees. Develops cases taking into account the relevant laws, policies, and risk mitigation.</li><li>Advises leadership on (in coordination with stakeholders) procedures, practices, policies, and guidelines including when the issues involved are new, complex, highly controversial, and precedent-setting.</li><li>Aligns human capital strategy with that of forward-thinking and innovative business drivers. Analyzes information and data necessary to define and discern cost and policy implications of negotiations and disputes. Including pay scales and wages, benefits, working conditions, policies, protocols, procedures, and other mitigating circumstances.</li><li>Provides advice on the development of forward thinking employee value proposition efforts. Aligns the same with cost objectives for the business.</li><li>Recommends and interprets guidance to clarify issues, resolve conflicting guidance, and/or alleviate other potential or existing problems, such as those pertaining to adverse actions.</li><li>Serves as a technical expert on procedural compliance and risk mitigation.</li><li>Develops solutions for extremely complicated, complex, or non-standard problems having the potential to impact numerous employees or major business impacts.</li><li>Determines strategies through interpretation of labor agreements, laws, regulations, rules, and policies.</li><li>Researches and implements cutting-edge technologies, practices, and programs to drive aggressive talent strategies to attract, develop and retain top talent.</li><li>Drives OFCCP compliance, AAP process, and implements strategy around goals.</li><li>Leads employee life cycle strategy across a geographic region of manufacturing facilities.</li><li>Develops and drives value-added initiatives that provide measurable results and ROI to the business.</li><li>Actively pursues opportunities to develop niche skill sets in a constantly changing business environment to drive human capital strategies and business solutions.</li><li>Manages all aspects of workforce planning, utilizes predictive analytics and insights to inform the approach.</li><li>Provides strategic leadership coaching to functional heads and leadership teams.</li><li>Works on or leads various project teams</li><li>Performs other related duties as assigned.</li><li>70% travel </li></ul>Under this Roof we require: <ul><li>Bachelors degree in Human Resources, Business Administration or related field</li><li>10+ years demonstrated HR/employee relations experience working within a manufacturing environment</li><li>Excellent business and data acumen, along with project management experience</li><li>Strong labor relations experience</li><li>Ability to travel 75% </li></ul>Under this roof we value: <ul><li>SHRM-CP/SHRM-SCP or PHR/SPHR</li><li>Masters degree in Human Resources, Business or related field</li><li>Human Resources experience in a manufacturing/industrial environment</li><li>Demonstrated experience in OFCCP compliance and Affirmative Action Planning</li><li>Ability to lead and influence teams and build effective partnerships across the enterprise</li><li>Excellent oral and written communication skills.</li><li>Thorough understanding of state and federal employment/labor laws.</li><li>Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.</li><li>Thorough understanding of negotiation techniques.</li><li>Thorough understanding of dispute resolution and compensation administration.</li><li>Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations. </li></ul>How We Protect What Matters Most <ul><li>We offer a wide range of health insurance options that include medical, dental, and vision for you and your family.</li><li>Our Family-Building benefits support the many different journeys to fertility and parenthood.</li><li>Our robust 401K plan includes an employer match contribution with your pre-tax and/or Roth contributions.</li><li>Other exciting programs and perks are available to help employees achieve work-life balance, including (but not limited to) a wellness program, free financial coaching, a referral program, and product rebates when purchased for an employee’s primary residence.</li><li>Professional growth and development are very important to us! We offer internal training programs and courses, as well as a generous tuition reimbursement program.</li><li>We put diversity and inclusion into action with our Employee Resource Groups, which unite employees based on common perspectives, identities, demographic factors, or out of a desire to be an ally.</li></ul> Consideration will be given based on geography, candidate experience, and qualifications. Annual Salary Range: 153,000-195,500 We believe our employees are our greatest resource. We offer competitive salary, benefits, 401k, and vacation packages for all full time permanent positions. We are proud to be an equal opportunity workplace and GAF, Standard Logistics, SGI, and Siplast are proud to be affirmative action employers. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, or Veteran status. If you have a disability or special need that requires accommodation, please let us know. If applying for positions in the U.S., must be eligible to work in the U.S. without need for employer sponsored visa (work permit).

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