Position Summary:Responsibilities include the successful deployment of a comprehensive HR strategy that supports the growth and profitability of the organization. As a member of the management staff, plays a key leadership role in identifying and implementing effective strategies regarding human resource issues, primarily focusing on Talent Management initiatives. This hands-on role is best suited for an individual that enjoys being involved at a detailed level on a daily basis with the tactical activities and actions required to implement and execute various HR initiatives. Job Responsibilities: HR LeadershipFosters image of Gleason as an employer of choice – through communication efforts – both externally as well as internally.Provides value-added professional human resource coaching and mentoring to members of the management team and employees to enhance the effectiveness of the organization. Drives strategic and tactical approaches for all HR areas including: recruitment, employee development, employee relations, policy and procedure development, training, compensation, performance management, benefits and payroll.With the support of the other HR leaders in our US facilities, provides coordination and leadership for the self-insured medical plan along with other ancillary benefits. This is done in collaboration with our Manager of Benefits, who has the day to day responsibility for this function.Ensures overall HR programs, policies and procedures are legally compliant, consistent and aligned with corporate guidelines.Plans, organizes and oversees all activities of the HR department including department budgets. Employee Training & DevelopmentLeads the training and collaborates on content development of The Gleason Business Principles, our over-arching business philosophy. Identifies needed training, develops training modules and delivers training to the Leadership Group as required.Identifies, develops and delivers needed employee training on changes in procedures and policies as well as providing relevant informative communication regarding community and State and Federal guidelines. Employee AdvocacyServes as the primary Operations liaison with employeesDemonstrates a true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagementSupports the Company culture by providing an approachable and helpful interaction with employees regarding their growth and developmental opportunities within the organizationBalances the Company’s interests with the needs of the employees when reviewing policies, procedures and benefit offerings Talent ManagementLeads the execution of the Talent Management Strategy, including partnering with corporate and local business leaders in accordance with corporate HR objectives and strategy deployment goals.Proactively works with management to identify strengths and gaps in leadership and technical talent, organizational effectiveness and work performance and acts as a catalyst to initiate appropriate development plans.Primary driver for our talent management process, including high-potential employee development, career mapping and overall employee development strategies.Identifies and develops plans for the acquisition and/or retention of high potential and key contributor talent. Acts as liaison with local universities and organizations to promote Gleason as an employer of choice within the local community.Leads employee development, training and succession planning activities for the organization. Initiates core competency assessments and development needs with action plans to address gaps identified.Administers the performance review process to drive development of existing talent Supervisory Responsibilities:The person in this role carries out supervisory responsibilities for the Human Resources Staff in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Qualifications (Knowledge, Skills & Abilities):Ability to drive execution of goals and deliverables using continuous improvement methodologies.Successful track record of developing and implementing employee development plans with demonstrated results.Ability to foster a highly collaborative environment across all functions and levels of the organization.Must be honest and trustworthy in their approach with people and in dealing with ambiguity.Knowledge of federal and state employment laws and regulations.Excellent written and verbal communication skills.Must possess a leadership presence and have the ability to positively influence culture in an organization.Strong relationship management skills, including the professional maturity and confidence to work effectively with an executive team.Strong alignment with business objectives. Tactful, diplomatic, and collaborative with internal and external customers.Experience in developing and delivering developmental training to employees in strategic competencies: communication skills, team building, conflict management, problem solving, etc. Preferred Education/Training/Experience:Bachelor’s Degree in Human Resources or related field required, Master’s degree desired. 12 years of progressive experience in HR leadership roles including 5 years as an HR Generalist/Business Partner or Manager.Previous experience in a manufacturing environment is desired.Prior management experience in a non-HR role (operations, quality, supply chain, etc.) is preferred.Must have hands-on experience in working closely with Leadership to assess the organization, identify skills gaps, and close the gaps through key technical and leadership talent attainment strategies, employee development and succession planning processes.Proficiency in Microsoft Office suite. Professional Certificates, Licenses or Registrations:Professional Human Resources Certification desired Computer Skills:Human Resource Information Systems (HRIS)Microsoft Office (Word, Excel, PowerPoint)Outlook Travel Requirements: Negligible
The job skills required for Director of Human Resources include Leadership, Employee Relations, Planning, Employment Law, Talent Management, Problem Solving, etc.
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Director of Human Resources also has duties that plans, directs, and implements policies for all areas of the human resources function including staffing, compensation, benefits, training, employee relations, safety and compliance.
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Director of Human Resources administers and innovates human resources programs and policies support company goals and positively engage the workforce.
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Develops and implements policies for all areas of the human resources function.
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Manages funds by planning and developing the departmental budget and exercising approval authority for expenditures.
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Develop a system for creating data reports.
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High Point University