Job Description & How to Apply Below
Position Objective
This position is responsible for leading the company’s continuous process improvement initiative. The position is located in Indianapolis and is responsible for all Human Resource staff in all MacAllister owned entities that includes the state of Michigan.
Developing an exceptional workforce is fundamental to achieving the corporate vision. Because human capital is so important to the companies’ success great emphasis is placed on employee relations, skill and proficiency development, team building, a positive working environment and inculcation of the corporate culture. This position plays a dual lead role with division managers in those strategic initiatives. The position is charged with development and oversight of human resource policy and strategy. Operating department managers are ultimately responsible for successful implementation and results in their respective areas while Human Resources (HR) is responsible for overall corporate results.
The Director of HR is responsible for traditional HR processes such as hiring, compensation/benefits, training, and employee events. The position assures HR acts as a resource providing the companies’ employees with helpful information, support and assistance. The incumbent maintains continual contact with all levels of the workforce and informs management of problems, opportunities, employee morale and the state of the working environment. Understanding the “pulse” of the workforce is critically important to achieving the company’s vision.
Essential Position Duties
• The highest value added function of the position is the development, implementation and oversight of policy and strategy pertaining to the enterprise’s human capital. These are generally developed with Executive involvement. The Director of HR (DHR) determines what human capital and associated support is required to achieve the company’s vision and major business objectives. Then leads strategy development, works hand-in-glove with operating departments to define actions plans and supports execution by assuring proper education, training and support are provided. The DHR assesses results and adjusts plans as necessary to achieve targets.
• Responsible for implementation and success of the company’s Talent Management Program. From succession planning to employee development to performance management, the DHR defines policy and processes and oversees implementation.
• Leads initiatives to develop the skills and proficiency of the workforce;
• Analyzes manpower, skill and proficiency needs and develops strategy and action plans to provide them.
• Supports operating departments with developmental staff, curriculums, skills assessment and training plans.
• Provides human relations and non-technical training for skills such as leadership, customer service, communication, teamwork, etc.
• Provides technical training where volume and efficiencies dictate.
• Measures local and corporate developmental activities and compares to targets. Adjusts plans as necessary.
• Oversees the performance management process.
• Provides broad career, progression and succession planning for the companies and employees.
• Responsible for the overall working environment. This is a broad category of responsibilities such as;
• Planning, directing and overseeing the corporate safety program. Responsibility for implementation and results is shared with operations and with the corporate risk manager.
• Employee relations; provides information, communication, assistance, support, safe haven. Manages corporate internal communications activity.
• Responsible for planning, directing and interpretation of the Employee Opinion Survey. This includes working with management to formulate a response to the survey results and implementation of action plans to continuously improve employee productivity, morale and the working environment.
• Responsible for employee events such as holiday schedules, anniversaries, picnics, retirement events, funerals etc.
• Plans, directs and oversees all corporate hiring processes assuring that excellent candidates are hired while complying with guidelines and legal requirements.
• Manages the company wellness program and clinic.
• Co-responsible with operating departments for labor relations strategy and management of ongoing union relations.
• Serves as chairperson of the corporate compensation and benefits committees. Manages all processes, maintains compensation and benefits programs and systems inclusive of the HRIS. Responsible for Payroll in Michigan. Responsible for benefits enrollment/changes in both Michigan and Indiana.
• Plans, directs and oversees all quality initiatives;
• Serves as Deployment Champion and manages ongoing process improvement efforts.
• Manages technical staff of Master Black Belts and Black Belts.
• Champions TQM behaviors such as insisting on root cause elimination, adequately defined and followed processes, measurement as the determination of success, continual improvement etc.
• Responsible for continual expansion of quality activities, tools, techniques, knowledge and inculcation throughout all levels, branches and departments of the companies. Integrates quality principles in the way we think, act and work.
• Manages the department’s staff.
• Coordinates and oversees all internal communications such as holiday schedules, announcements, health and safety programs, etc. External communication such as marketing pieces, newsletters, etc. are generally handled elsewhere.
Position Requirements
• Knowledge, skills and abilities typically acquired through a Bachelors degree preferably in Human Resource Administration or related major.
• 15 years of HR experience with 10 years of HR management responsibility. Excellent general managerial skills and leadership ability.
• 5-10 years of line management experience preferred.
• Deep knowledge and experience in the areas of compensation and benefits.
• Deep knowledge and experience in the principles and practices of employee development.
• Exceptional teaching and coaching abilities.
• Possessing a high degree of horsepower; i.e. the ability to identify direction, set goals, implement action plans, remove obstacles and deliver results.
• Must be able to earn trust and respect from teammates at all levels. Easy to talk to and non-threatening.
• Empathetic but not overly sympathetic. Able to say no, dispense tough love, handle difficult and uncomfortable conversations calmly, professionally and effectively. Fair but firm.
• Thinks and acts with a win-win mentality.
• Experienced and exceptional at working collaboratively with others to implement common goals with shared responsibility. Able to influence and motivate without direct line responsibility.
• Possessing an active sense of humor. Able to create enthusiasm and maintain a positive working environment.
• Must be self-motivated with above average initiative and a high degree of endurance.
• Exceptional creativity and ability to pioneer solutions and alternatives outside current paradigms.
• Must have excellent critical thinking skills and intelligence to identify strategic opportunities and action plans.
• Must possess strong analytical skills enabling identification of strategic trends, problems and opportunities.
• Must be persuasive and have the ability to create consensus with teammates and colleagues.
• Proficient at hiring and retaining good talent; building an effective HR staff.
• 5 years experience in negotiating collective bargaining agreements, handling grievances, managing an effective working relationship with unions.
• Black Belt or equivalent experience/education in continual process improvement.
• Must have good technology capabilities including basics of spreadsheets, pivot tables, database, etc., to create own reports, etc. from multiple sources of data.
• Must have strong knowledge of HRIS systems and ability to evaluate different HRIS software options.
Position Requirements
Education Level Required:
College
Contact Information
Contact Name:
MacAllister Machinery Co Inc
Contact Phone:
8777001945
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