Purpose
This role is responsible for leading HR teams that partner with employees and managers across these sites to coach, support, influence, and enable these teams to effectively deliver their people plans. HR Operations Director leads the design, implementation, and administration of operational processes used to deliver HR programs and projects. Collaborates with various teams to provide consultation, process design, and project management of HR program implementations and initiatives. An HR Operations Director develops scalable methodologies and tools to optimize HR operations and streamline core processes like onboarding, hiring, terminations, retirements, timekeeping, and others that make up the employment life cycle.
Areas of Responsibility / Tasks
Performance must reflect appropriate level of expertise and achievement of the desired results for the items listed below.
1. Business Management Strategy
a. Benchmarking & recommendations - Completes periodic SWOT and benchmark analysis & recommends solutions & strategies to achieve competitive employer advantage in fulfillment of business objectives.
b. Participates in due diligence process for potential acquisitions & ensures seamless onboarding & assimilation of new companies.
c. Ensures appropriate communication protocols & dissemination of information.
d. Ensures awareness & utilization of available/required systems, tools & protocols, in compliance with local restrictions related to privacy, collection & dissemination of information.
e. Supports executives and directs HR teams on planning and communications related to change management and working through organizational design to drive role clarity at the individual and team level.
2. General Policy / Procedure Administration, Compliance, & Audit
a. Provides accurate analysis & provides recommendations regarding current & relevant employment laws, regulations, and translation into company policy & procedure.
b. Ensures compliance & business unit awareness of internal and external compliance requirements for all related international & local/in-country employment laws
c. Ensures compliance with all Federal, State and Local legal and regulatory requirements.
3. Employee Relations
a. Reviews & collaborates with business unit leaders in consistent & appropriate goal setting, feedback & performance appraisal process & guidelines.
b. Reviews and ensures correct/consistent coaching/corrective/disciplinary action for all instances related to Employees.
c. Oversees all instances related to suspension/investigation up to and including separations to ensure a respectful off-boarding of all Employees.
d. Administers the company’s Drug Free Workplace, Reasonable Suspicion, and Post Accident policies.
e. Lead contact for Employee related incidents, injuries, emergencies, and law enforcement inquiries.
f. Reviews, Clarifies, Investigates, Reports, Follows Up on all reports of injury related to Employees.
g. Guides & oversees compliance of modified/light duty program.
h. Manages and leads regional HR leaders as well as Labor Relations resources.
i. Embeds engagement, safety, and a performance management culture by ensuring clear goals and objectives, feedback, and the improvement of customer service through behaviors aligned with our values.
j. Drives, influences, advises, and supports the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives.
k. Provides feedback to HR Leaders, Specialists and peer groups on implementation and utilization of tools to ensure flawless execution of HR initiatives. Responsible for representing the client's needs and providing client feedback to the HR team.
l. Facilitates strategic recruiting solutions in partnership with Talent Acquisition and HR teams.
m. Works to administer and resolve grievances and other labor charges and provide strategic leadership in contract negotiations, in coordination with corporate and external Labor Relations resources.
4. All other duties as assigned
Supervisory Responsibilities
An inspiring leader selects the best possible candidate for each position, provides structure, direction, feedback, recognition, and accountability; in addition to facilitating team processes, on-going training, and delegation for the following Employees within the Ravago culture and policies.
a. In Country Human Resources Employees
b. 3rd Party Vendors / Suppliers / Partners
Key Partnerships
A team player must cultivate successful relationships with the following individuals to achieve alignment and support.
a. Corporate Attorneys
b. General Manager of Channel
c. Accounting / Finance Leader
d. Safety Contacts
e. Business Unit / Location Specific Department Leaders
Competencies; Knowledge, Skills, Abilities (KSA)
To perform this role successfully, an individual must have experience achieving desired result(s) in their areas of responsibility. The requirements listed below are representative of observable behaviors and essential knowledge, skill, and abilities required of a successful incumbent within our culture.
a. Knowledge and successful experience with employment related laws and ability to interpret and apply them through Ravago’s business processes.
b. Knowledge and successful experience with regulations equivalent to Wage & Hour, DOL, EEOC, ERISA laws and how to ensure compliance through system applications & best practices.
c. Strong communication skills, keen listener, sophisticated verbal, and written skills.
d. Emotionally intelligent, self-aware & solution oriented.
e. Flexible. Able to cope with multiple/changing/competing priorities and deadlines with a high degree of optimism, professionalism, and collaboration.
f. Ability to work with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives.
g. Ability to host meetings and facilitate discussions and deliver inspiring training presentations.
h. Ability to identify potential and experience creating development plans for individual growth plans & succession plans.
i. Ability to influence & serve as key change agent for business unit / location aligned with the company initiatives.
Minimum Qualifications/ Education / Experience / Certifications
1. Education:
a. B.S. or B.A. degree in Business, Human Resources, or related field; M.A. HRIR, or MBA preferred.
b. 15 years of HR increasing responsibility within multiple core functions of HR, including HR team leadership, Labor Relations, Employee Relations, Compensation, Recruiting, Talent Management, Succession Planning, M&A, Workforce Planning and Org Effectiveness.
2. Experience:
c. Fluent with multiple Applicant Tracking Systems (ATS) & capabilities – required (Dayforce preferred)
d. Familiar with various Web Based Conferencing / Communications applications – required (Teams, Zoom preferred)
e. Microsoft suite: Outlook, Excel - Required (Teams, SharePoint, PowerPoint preferred)
f. Exceptional leadership skills demonstrated by achieving desired results through others and building effective partnerships through influence and relationship building skills.
g. An in-depth technical understanding and knowledge of HR processes and systems.
h. Proven ability to balance strategic and tactical skills. Demonstrated problem analysis and resolution.
i. Understands the changing and dynamic workforce landscape in North American manufacturing.
j. Excellent interpersonal, written, verbal, presentation and communication skills.
k. Successful experience consulting and coaching leaders at all levels of the organization, able to effectively build relationships by establishing trust, credibility and adding value quickly.
l. Excellent at building and managing through relationships across the HR organization – with peers, upwards, and with center of excellence partners.
3. Licenses / Certifications:
m. Valid driver’s license – required
n. Valid passport - required
o. Accredited HR related certification – preferred
4. Language:
p. Bi-Lingual – English/Spanish – preferred
5. Cultural Experience:
q. Global organization - preferred
r. Similar size organization – preferred
Fast paced / entrepreneurial / high change / growing company – preferred
IND2
NOTICE TO APPLICANTS:
Ravago Americas is an equal employment opportunity employer. We adhere to a policy of making employment decisions without regard to race, color, age, sex, religion, national origin, disability, veteran status, citizenship status, or marital status. We assure you that your opportunity for employment with this employer depends solely upon your qualifications.