A leading provider of specialized services to the global industrial, commercial and infrastructure markets, BrandSafway delivers access and scaffolding systems, forming and shoring, industrial services and related solutions to more than 32,000 customers worldwide. BrandSafway was formed when Brand Energy & Infrastructure Services and Safway Group combined in 2017. We are a corporation of 35,000 employees with operations in more than 35 countries.
At BrandSafway, we know our employees are our greatest asset, which is why we give them the tools, training and resources to be successful. Come join our growing Human Resources team. We are looking for Director of Human Resources. This role will direct the implementation of plans and programs for varying functional areas or geographic location to ensure effective utilization of resources to support specific area(s) of responsibility. Act as strategic business partner to the line of business or functional leader. Accelerates business objectives by partnering with HR functional leadership to develop specific strategies in organization design, learning, staffing, and compensation. Participates on M&A teams as functional leader, and drives the acquisition and development of top talent. Leads assigned team and directs of related HR activities.

Major Tasks, Responsibilities and Key Accountabilities

• Provide guidance in setting strategic business direction for growth.
• Work with VP and HR team to develop and implement an HR strategy that aligns with the business strategy.
• Embrace and communicate vision of the organization and group to align workforce.
• Develop and execute a communication strategy to ensure the appropriate dissemination of information and associate engagement.
• Responsible for due diligence competency and integration process management.
• Lead due diligence and effective integration of policies, procedures, systems, etc., for acquisitions or formation of new operations within business unit. 
• Develop, deliver and facilitate the staffing strategy and process to the business.
• Develop strategies to ensure internal and external talent pipeline meets the immediate needs and growth strategy of the business or functional team.
• Provide thought leadership on the design of effective organizational models within the business units.
• Direct processes designed to identify developmental needs and build a bench to support growth of managers and associates.
• Increase ROI by championing individual and divisional performance improvement. 
• Assist in the development and implementation of compensation, career development, diversity, change management, and recognition programs.
• Lead process for continual review, education and dissemination of policies and procedures to limit legal exposure.
• Leverages technology in process engineering to drive operational excellence and reduce operating expense. 
• Design, direct, and manage a process of organizational development that addresses succession planning and preparation, workforce development, employee retention, organization design, change management, etc.
• Makes judgments and finalizes legal settlements based on risk involved. Create and maintain a culture that promotes a union-free environment.

Nature and Scope

• Problems are typically defined by higher level leadership. Problems are difficult. Solutions require analysis and investigation.
• Decides how to achieve planned results within an organization's plans, policies and guidelines. May set or change plans/goals within respective department or area.
• May manage department via multiple layers of managers OR directly supervise a staff of professionals IC's at the senior or technical advisor level.

Work Environment

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.
• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.
• Typically requires overnight travel 20% to 50% of the time.

Essential Skills: Minimum Qualifications

• Must be eighteen years of age
• Must pass the Drug Test
• Must pass the Background Check
• Must pass pre-employment tests if applicable

Education and Experience

• Typically requires BS/BA in related discipline. Generally 9 years experience in related field including several years in a management/supervisory capacity.

Preferred Qualifications

• Compensation & benefits, organizational development, recruiting & staffing, employee/labor relations, leadership & management development, executive coaching and development
• Experience in a matrix organization.
• Experience partnering with cross-functional, senior business leaders to translate business objectives into effective plan and policy design.
• In-depth knowledge and understanding of the regulatory environment impacting HR decision-making.
• Experience with mergers and/or acquisitions.

BrandSafway, including its subsidiaries, is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, religion, gender, marital status, sexual orientation, age, disability, special disabled or Vietnam or other era veteran status.
Notice to all potential job candidates:
Please be advised that BrandSafway will never require or ask for any fee from you in exchange for being considered, hired, promoted, transferred or having ongoing employment with us. It is a violation of our Code of Conduct if any employee requests any money or fee from you in exchange for any special treatment or consideration. If anyone, regardless whether an existing employee, or anyone else, requests payment of any fee in exchange for being hired into our company, you may confidentially contact our HR Compliance department at hrcompliance@brandsafway.com and provide the name of the individual and any other documentation or proof of such an act.