HR Director

If you are looking for a company that offers a competitive salary, a comprehensive benefit package, and an opportunity to enhance your personal professional development, then this might be the perfect place for you.

Our client is looking for a Director, Human Resources to provide strategic human resource leadership and will support the Head of HR and senior operational management of the Business.  The Director Human Resources is responsible for managing all of the following day to day HR functions: Recruitment, Training and Development, Employee Relations, Employee Opinion Surveys, Organizational Development, Talent Management, Leadership Development, Succession Planning, Change Management, HR Strategic Planning.  The Director, Human Resources will also be responsible for implementing Corporate and Global Programs.  

• Recruitment and Selection: Assist all levels of management in evaluating and monitoring the staffing needs of all facilities.  Use of all internal/external resources available to attract and retain qualified applicants; assist in the screening and interviewing process to achieve maximum utilization of our human assets, production equipment, and quality requirements.  Ensure all new Associates orientation includes the Code of Conduct and EHS training, at a minimum.
• Employee Relations: Represent, assist and advise plant management of employee issues including grievance and compliant resolution, fair and consistent of associates, policy development and disciplinary actions to achieve a productive associate/management relationship. Create and foster the on-going development of positive employee relations to enable an effective and efficient culture and positive working environment.
• Compensation and Benefits: Manage the job evaluation, compensation and benefits programs as outlined by the Business. Manage personnel administration and attendance management/payroll functions.           
• People and Organization (P&O): Manage the talent management initiatives via performance reviews (Individual performance and Career Management) tool. Ensure that Employees are provided with effective feedback on their performance and their career that results in increased performance/commitment, enhanced Employees learning/development, and improved retention of high performance/potential Employees.  Ensure succession planning for individual contributors and management positions, training and development programs for preparing leaders for more significant responsibilities and general business development programs to enhance Employees knowledge and understanding of the business. 
• Training and Development: Provide direction to management staff engaged in developing and establishing Associate training programs in an effort to upgrade managerial, technical, administrative and support-level productivity.  Conduct Management Training as needed.  Coach managers for performance excellence.  Ensures all training initiatives are implemented consistently across all business units.
• Culture: Ensure that a progressive culture of distributed authority, responsibility and accountability, along with trust, honesty and respect is developed in Medical Flexibles.  Establish credibility throughout the organization with management and associates in order to be an effective listener and problem solver of people issues.  Coach business partners to create and maintain a work environment with high morale and productivity.  Ensure visibility and Human Resources presence in all three plant locations.
• Strategic Planning: Ensure the Human Resources activities are fully aligned and integrated with the Human Resources activities such as: Compensation Strategies, Training Initiatives, HR Development Plans, Performance Management, Organizational Development and Culture, to name a few. Participate in Human Resources Strategic Planning by identifying HR constraints and opportunities for the business.   Ensure that organizational changes are made with optimum advantage, and steps are taken to minimize adverse impacts on Employees.   
• Technology: Stay current with distance learning and training opportunities as well as with state/federal employment laws.

Requirements:

• BA/BS in Human Resources or related field
• PHR, SPHR certification, a MBA a plus.
• A history of being trained and (self) educated in a broad range of topics: organizational behavior, finance, planning, human resources management, etc., coupled with creativity, communication and interpersonal skills.
• 10 years HR experience in an aviation, warehousing and or logistic center environment while holding a leadership position
• Ability to develop annual business plans and budgets. Ability to, effectively and efficiently, utilize financial resources to control costs.  Understanding of information technology and its impact on the business processes.

All your information will be kept confidential according to EEO guidelines.