This Director - HR Business Partner position will work closely support of business objectives. As a trusted advisor, this position will positively influence and impact the organization by building strong relationships and offering innovative solutions. This position will align HR initiatives to critical business needs. This is a hands-on role, requiring skills in both tactical and strategic Human Resources. Success in the position requires, a track record of excellent judgment, strategic thinking, influencing skills, and results orientation. Critical to this role is the capability to gain the trust and respect of executive leadership and employees while pursuing positive organizational goals and objectives, and the ability to effectively engage and collaborate with both HR and staff. Reporting into the Director HRBP are two Plant HR Managers. The position reports to the SVP HR.
• Consults with functional leadership on comprehensive workforce planning
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Act as a catalyst for change and serve as a champion to promote Lasko’s Core Values and drive cultural initiatives.
• Manages and resolves complex employee relations issues including investigations and complaints from the union and other agencies.
• Will serve as the point person for conducting effective, thorough, and objective investigations for all company locations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Provides day-to-day performance management guidance management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Directs and leads the Plant HR teams, including developing local staffing and recruiting strategies.
• Integral in supporting in the development and administration of HR policies
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs
• Serve as a Human Resources Ombudsman and help manage day to day needs of employees
• Excellent written, verbal, and interpersonal skills and have the ability to interface with all levels within the organization, along with strong presentation and facilitation skills.
• General knowledge of HRIS systems
• Strong interpersonal skills in dealing proactively with all levels of internal and external contacts.
• Detail oriented with ability to work independently in fast-paced environment.
• Strong prioritization, organizational skills with a high degree of professionalism, integrity, and customer service orientation.
• Ability to maintain an extremely high level of confidentiality
• Proficient with Microsoft Office Suite or related software.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Education and Experience:
• BA/BS, preferably in Human Resources Management, Business Administration, or related discipline
• SHRM Certification preferred
• 3-5 years directly in an HRBP role or Sr. HR Manager plus 5-7+ years of measurable success in HR
• Experience leading an organization through high growth, acquisitions, or other dynamic change
• Working knowledge of multiple human resource disciplines, including compensation practices, workforce planning, employee relations, diversity and inclusion, performance management, and federal and state respective employment laws.
• Union and Collective Bargaining experience is preferred
• Intermediate to Advanced level proficiency with the Microsoft Office suite.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)