Description

The Director, Human Resources must have outstanding people skills and will ensure that all human resource operations are carried out effectively and efficiently. You will be responsible for developing HR strategies and providing sound advice to leaders on all people related subjects. You will get to manage programs, processes and others helping to create and embed a culture that is committed to coaching, mentoring and supporting employees while driving performance and partnering with leaders to achieve organizational objectives. 

A strong partner will collaborate with all HR functional leads (Talent Acquisition, Total Rewards, Learning & Development) and with all levels of leadership to help shape and influence business strategy as it applies to human capital. The role will require critical thinking skills and creativity to effectively lead change and drive results. Key deliverables will include leading the talent management function, smart organizational design, leveraging technology and change management to build a culture that positively impacts the employee experience.

Mansfield is a fast-paced organization that has significant growth goals, both organic and through acquisition. You will also lead work to successfully integrate new teams, incorporate the On Our Way values and work alongside site leaders to make them a reality. We employ the OKR method of strategic planning, and the Director role will regularly track and share HR team progress to goals, realigning where needed to achieve stated outcomes.

Strategic Responsibilities

• Understand the company’s vision, mission, and strategy; understand business unit objectives and sets/accomplishes individual performance goals accordingly
• Build strong relationships with your business teams and be a trusted advisor for managers/leaders
• Counsel with managers to identify and implement actions that improve or maintain a culture of continuous improvement, teamwork, and integrity and provide a great employee experience
• Identify gaps and opportunities and partner with your leadership team to develop human resources strategies that support the unit's business needs. Work with business leaders on strategic and tactical workforce capital issues to evolve the business
• Collaborate with leadership on workforce planning and organizational design

Change Champion

• Create and lead change management initiatives and communications that support the evolution of our business with systems, technology, processes and governance recommendations
• Act as a project manager for large cross-functional change management projects
• Develop and deliver internal communications from organizational announcements, promotions, leadership changes to reinforcing company initiatives
• Utilize past experiences in leading large change projects to share knowledge with leaders on how to ensure success, avoid pitfalls and engage senior leader sponsorship throughout the process
• Partner in the rollout of talent programs such as succession planning, talent review, employee development and performance
• Serve as a coaching resource for your client teams to provide feedback and reinforcement
• Provide thought leadership and insights on business practices using your knowledge of the company culture and external benchmarks

Administration/Compliance

• Develop, recommend, and implement human resources processes, systems, products, and services to managers and employees
• Support and consult both employees and managers on correct interpretation and administration of company policies
• Ensure HR processes are well communicated and are in full compliance with the legal and regulatory (internal, external) federal/local laws
• Provide monthly reporting and key people analytics that enable leaders to make more informed, data driven decisions

Employee Advocate

• Utilize HR knowledge to investigate and resolve employee relations situations including exploration of issues, leveraging MOC policy and practice to determine outcomes, and partnering with employees and management to deliver appropriate solutions
• Act as an independent advisor for employees in tough situations
• Possess comprehensive knowledge of employee benefit programs to communicate and provide education/awareness that drives employee participation and overall well being

Position Requirements

Formal Education & Certification

• Bachelor's degree required
• Master’s Degree in Business, Organizational Psychology, or Human Resources preferred
• PHR/SPHR, SHRM-CP certification is strongly preferred
• Certification in change management processes such as Prosci or designation CCMP, CMS, CPCM is preferred

Knowledge & Experience

• Candidates should have 10 years of progressive experience in Human Resources and/or a combination of professional business experience solving people related issues 
• Prior experience in organizational design/structure, workforce planning, succession planning, and coaching/developing managers required.
• Prior experience leading projects from initiation to closure.
• Advanced knowledge of State and Federal employment law, including harassment, discrimination, and protected classes of employees required
• Advanced knowledge in leaves of absence, proper hiring practices, progressive discipline, interactive process, and other primary responsibilities of Human Resources
• Proficient in MS Office (primarily Outlook, Excel, PowerPoint, Word)
• Advanced proficiency in Microsoft Excel, including proficiency in pivot tables and vlookups
• Learning agility: the ability to absorb and act on new knowledge accurately and quickly
• Ability to work both in a team and independently to deliver results

Qualifications & Characteristics

• Ability to work well in fast-paced, team environment 
• Ability to quickly analyze data and provide useful interpretations and next steps 
• Excellent organizational and communication skills 
• Innovative problem solver with emphasis on finding “win-win” solutions 
• Excellent communication, engagement and diplomacy skills in dealing with employees at all levels of the organization

• Strong collaborator who seeks and embraces diverse perspectives
• Excellent Oral and written communication skills.
• Excellent customer/client-service skills with unique ability to reprioritize tasks on a continuous basis
• Strong business acumen and unique problem solver
• Ability to learn quickly and model an innovative, growth mindset
• Proven success in leveraging networks to gain buy in and build momentum
• Strategic partner who can articulate pros and cons or options and help leaders make wise decisions
• Leader with the ability to resolve conflicts and remain future focused

Work Environment

• Travel up to 20%
• Hybrid; 3 days a week in the office,2 days a week remote following training period
• Sitting for extended periods of time
• Dexterity of hands and fingers to operate a computer keyboard, mouse, and other computer components