Are you a HR executive who enjoys creating strategic processes that lead to a direct, positive impact on business objectives? Would you like to join a well-established and growing family business? Are you a problem solver who has outstanding communication skills and can work effectively with a team? If so, keep reading.
Centennial’s manufacturing client is seeking a strategic Vice President of Human Resources to provide leadership and direction for the management of all human resources strategies, plans, policies, and programs. This individual will work in Dayton, OH, and serve as a member of the executive leadership team, providing insight regarding strategic planning and applicable HR-related issues.
This leader is expected to create and enhance the HR processes, systems, and activities to support the organization’s strategic objectives and employment brand as they continue to evolve and grow over time. Additionally, the VP of HR will act as an employee champion, change agent, and ensure that the culture and environment support the company’s vision, mission, and values.
The role encompasses all of the HR functions including – talent management, recruiting, retention, learning and development, performance management, compensation, benefits, employee relations and diversity. In addition, the VP of HR will communicate HR-related needs proactively to the executive leadership team, the HR function, and various division leaders.
• Serve as a senior member of the executive leadership team. Establish strategic initiatives, define goals and implement effective people processes and practices to drive business results. Provide vision and strategic leadership to the organization in addressing the most critical human resource opportunities for the company.
• Consult with corporate senior leaders and other division senior leaders to provide HR guidance in various areas including the company’s growth and acquisitions strategies.
• Lead a team of HR professionals; hires to succession planning objectives.
• Function as the policy expert to advise leaders of company policies, processes, and practices.
• Develop human resource planning models and succession planning approach to identify competency, knowledge and talent gaps – and then develop specific programs to fill the identified gaps.
• Analyze trends and metrics in partnership with HR function to develop solutions, programs, and policies.
• Partner closely with leadership to improve work relationships, build morale, increase employee productivity, and employee retention.
• Promote innovative performance management models which address the strategic objectives of the business while attracting, retaining, motivating and rewarding high-performing individuals at all levels. Align compensation, rewards and benefits strategies with specific performance goals.
• Quickly develop good relationships and credibility with associates at all levels of the organization and consult with senior management regarding key organizational issues related to the attainment of business plans.
• Monitor legal risks and evolving government influences on management policies, processes and practices, and ensure the company is in compliance with all applicable laws and regulations concerning employment practices, employee health and safety, etc.
KNOWLEDGE, SKILLS, AND ABILITIES:
• Experience and a deep understanding of all aspects of human resources.
• Strong conflict management and consultation skills.
• Promotes an atmosphere of teamwork with the ability to lead by example.
• Familiar with a variety of assessments and the use of assessments in hiring and identifying performance issues.
• Build relationships with vendor resources to support hiring practices, employee development, and succession planning i.e., Bluegill Consulting Group (TriMetrix Behavioral Assessment), Performance Technologies University of Dayton Supervisory Cohort, and Executive Leadership Program.
• Familiar with remote vendor resources to develop programs for employees not at the corporate location.
• “Hands-on” leadership approach to management and team development.
• Ability to maintain strict confidentiality.
• Objective and approachable, as well as, able to balance support of management while acting as an employee champion.
• Positive presence and command skills.
• Ability to travel up to 15% of the time.
• Bachelor’s degree in human resources, business administration or related field
• Minimum of 10 years of progressive human resources experience; generalist experience required
• Working knowledge of multiple human resource disciplines including compensation, federal and state respective employment laws, performance management, culture development, talent management, training, and rewards
• SHRM-CP or S/PHR certifications preferred
• Proficient in HRIS information systems