Director, Human Resources

KEY ACCOUNTABILITIESLabor & employment law SME: serves as the business unit's internal expert on labor & employment law in the states where it operates. Through partnership with the HRVP and Corp HR SMEs, performs review of, grants final approval of adjustment to/introduction of, and ensures the development and application of sound and compliant L&E practices & policies for all SESG locations and 750+ employees. Focus areas include but are not limited to positive employee relations, wage and hour, harassment prevention, anti-discrimination, restrictive covenants, unpaid and PTO, family leave and accommodation. Engages outside legal as needed.Culture change leadership: partners with business leadership to transform culture, ensuring the appropriate degree of adoption and absorption of Samuel Values and the Samuel Way while preserving and leveraging legacy values and practices that best drive local business success. Champion of and change leader in the adoption of an agile, continuously improving, lean environment.Succession planning and talent development: drives the continuous process of developing and positioning talent for succession opportunities to ensure business continuity and success.Employee communications, engagement, retention: actively involved with business and HR Centers of Excellence (COE) in developing strategy, plans and programs that align key elements of performance culture, talent management, individual development, total rewards and employee engagement. Assesses organizational climate and implements changes to drive engagement and retention. Leads communication efforts, partnering with senior leadership to convey the business message to the workforce regularly.Positive employee relations: aligns with Operations and business leadership to build and maintain a positive employee relations (PER) environment; develops and delivers on a PER strategy. Ensures feedback loops to keep the workforce engaged and the organization union-free. Builds relationships at all levels, engaging senior leadership and direct labor alike; applies fair and consistent treatment within policy and precedent while advocating for employees and the company. Ensures HR presence among all employees.Business partner and coach: partners closely with Finance and the entire business leadership team to understand strategy, execute shared deliverables, and align HR priorities. Delivers feedback and coaches the executive team as required.HR evolution: leads or supports country and/or enterprise-level HR project work, e.g., policy & procedure and process enhancement and development.Acquisition & integration: plays a role in HR due diligence and business integration as required.Recruiting, workforce planning, onboarding, engagement: supports and drives recruiting and workforce planning aligned with business needs. Ensures effective onboarding, orientation, engagement, development and integration to drive individual success and improved EBITDA for the business unit.Strategic & tactical balance: effectively balances the need to drive long-term change and business process improvement while also actively engaging with the HR team to ensure deliverables are met; is no less a "doer" than a "delegator."HR FUNDAMENTALSImplements fit-to-purpose processes and systems to ensure efficient and effective performance of the HR unit and people-related processes applicable to all areas involved. Implements metrics, runs reports and analytics to measure value, efficiency and effectiveness of processes.Partners with leadership on effective change management, driving and supporting the formulation and delivery of communication and engagement to facilitate transformative or disruptive business initiatives.Works with the Total Rewards COE to benchmark total compensation and reward practices, ensuring market-driven pay and internal equity.Works with the Leadership & Talent Management COE to create and implement strategies to grow, develop and retain leaders, providing strategic direction to meet current and future workforce needs through objective alignment and a performance culture.Investigates, reports on and recommends corrective action to resolve employee relations issues ranging from simple to very complex. Fields and responds to employee inquiries, conferring with HRVP or others per the HR Escalation Policy.Partners with the Leadership & Talent Management COE to identify capabilities needed for strategic intent, facilitates the annual talent review to identify, assess and develop successors and high-potentials. Ensures training and development needs are addressed and performance issues resolved.Develops and implements solutions with the HRVP and Leadership & Talent Management COE on organizational design, structure, effectiveness, cultural assessment and gap analysis.Ensures compliant and consistent application of employee leave administration; reviews and works with COE on assessment and adjustment of related programs.Ensures all annual compliance reporting requirements are met, including AAP, VETS-4212, EEO-1, 5500 and associated audit activity. Ensures compliance with state, federal and posting requirements such as Poster Guard.Maintains and updates job knowledge and HR acumen by pursuing personal and team professional development, building a professional network and participating in professional organizations for the benefit of Samuel.QUALIFICATIONS & ROLE REQUIREMENTSA bachelor's degree from an accredited college/university; MBA preferred.Current professional certification from SHRM/HRCI preferred.7+ years of senior level HR experience, engaging & supporting business leadership and workforces of 500+ people.Demonstrated experience in creating and supporting high-performance teams.7-10 years of overall business experience, majority in HR; exposure to multi-location & multi-state manufacturing environments required.Superior technical systems and software aptitude required. Must leverage disparate systems and databases to derive data supporting business case conclusions. Strong report-writing and data-mining skills essential.Demonstrated track record in delivering sustainable business results through best-in-class people practices.Periodic travel within North America (including Canada) of up to 25% required.Previous continuous improvement focus and experience.Excellent organizational skills with ability to handle pressures of deadlines, diverse assignment loads and high work volumes.Excellent ability to independently problem-solve and troubleshoot required.Able to thrive in a matrixed organizational structure.Superior interpersonal and communication skills.Superior attention to detail and accuracy is critical.Authentic individual with impeccable integrity.Game-changer/change agent. Confident and well-prepared leader who thrives in complex environments, influencing change and transformation.Individual with a great sense of humor who likes to have fun (preferred).Credible and savvy businessperson perceived as a trusted consultant and functional expert to senior management.J-18808-Ljbffr