What are the responsibilities and job description for the Human Resources Director position at LHH?
THE COMPANY
Armstrong Fluid Technology is a global leader and innovator in the design, engineering, and manufacturing of sustainable, energy efficient systems in support of demand-based control, digitalization, fluid flow, and heat transfer for customers in a wide variety of industries. Their reputation and brand are synonymous with innovation, collaboration, and exceptional customer experiences. The organization has created a sustainable business model which produces innovative energy saving solutions to offer optimum lifetime building performance. Their connected fluid flow solutions provide optimal efficiency and complete system transparency through real-time HVAC performance data and unrivaled intelligence. Building on their proud history they are on an exciting trajectory of transformation, expansion and growth and seeking to realize their full potential in the marketplace.
THE OPPORTUNITY
The Director, Human Resources reports to the Global Director, Organizational Capability and plays an important and broad influential role within the US operations. This role is responsible for enabling the human resources agenda by supporting the standardization and execution of people operations and processes nationally while partnering with business leaders to drive business outcomes, enable the increase of production capacity, and create impact through the deployment of engagement and retention strategies. This is an exciting HR leadership opportunity to contribute to a positive corporate culture, whereby the individual will be accountable for all areas of Human Resources:
- Employee Relations
- Total Rewards
- Talent Management
- Human Resources Programs
- Recruitment & Onboarding; and,
- Health, Safety and Wellness
KEY DELIVERABLES
- Leads and implements organizational development programs and projects within the US organization, such as performance management, change management, team effectiveness, welcome and onboarding, reward and recognition initiatives to support engagement and increase productivity.
- Partners with the Centres of Excellence (CoE’s) and implements the following to drive business objectives:
- Delivers a strategic compensation framework to attract and retain employees.
- Identifies, negotiates and implements a competitive benefits strategy.
- Formulates a workforce planning strategy, both salaried and hourly employees, to assess skill gaps and establish talent management initiatives for the workforce.
- Drives the annual talent review/calibration process and succession planning efforts.
- Delivers a learning and development strategy and plan in line with the HR strategic agenda.
- Develops and trains hiring managers and HR staff on how to select, manage, evaluate and retain employees.
- Provides guidance to People Leaders for all phases of the performance and reward cycle including, annual reviews, calibration, goal setting, development conversations and reward planning.
- Provides proactive HR consultation, advice, coaching, recommendations and resolutions to ensure hands-on support, guidance and high-quality service to all people managers on all issues that arise within their teams – productivity, organizational design (defining roles and responsibilities), employee relations, and performance management issues.
- Leads full-cycle recruitment activity for professional, technical, administrative, operations and production staff.
- Manages and administers the group insurance plan and 401(k) plan for all US employees, including the renewal process; communicates and educates employees on the plan coverage.
- Maintain all programs on FLMA, New York State paid family leave, Workers’ Compensation
- Leads the health, safety, wellness and environmental agendas at the facility, including participation in the Green Team and Joint Health and Safety and Wellness Committees
- Builds, coaches and mentors a high-performance HR team
- Drives and executes HR departmental goals set by the Global Director, Organizational Capability
PROFESSIONAL QUALIFICATIONS & EXPERIENCE
The ideal candidate will possess the following experience, knowledge, skills and attributes:
- University Degree or equivalent; HR Diploma and member of PHR and/or SPHR.
- 7 –10 years of HR experience working in engineered products / manufacturing environments, coaching both operations and professional employees and managers (ie/customer service, sales, finance, and manufacturing).
- Demonstrated knowledge of HR principles, general practices and HR regulations, policies, and procedures.
- Creative problem-solving skills, conflict management within different organizations (centralized and matrix organizational structures).
- Ability to break down complex problems in a simplified way, conduct root cause analysis and provide clear, well-thought-out recommendations.
- Ability to show tact, diplomacy and discretion in handling information of a confidential and/or sensitive nature.
- Strong, team-oriented leadership skills with presence and a bias for action.
- Self-directed with an ability to work both autonomously and collaboratively to drive for results.
- Ability to communicate in an open and authentic manner in all situations.