Director Human Resources

What you will do

Provides leadership for some of our Fully Integrated Plants (FIPs)/Dry Assembly Plants (DAPs) and Distribution Centers (DCs) by balancing long- and short-term initiatives and managing processes and people. Responsible for strengthening the employer-employee relationship and leading constructive and effective labor and employee relations, leading process improvement projects, and programs that align with the Operations Division strategies and priorities, driving HR functional excellence and process improvements and rapidly delivering material, measurable returns that maximize ROI in the Plant(s) HR initiatives. Understands key performance metrics, how they impact overall team success, and how to coach employees for improved metric attainment.

The role is critical in executing our people initiatives including, organization design, talent management, employee effectiveness, diversity, and inclusion, change management, and positive employee relations.

Profile:

You manage HR based on the simplest of all philosophies; treat others as you want to be treated and follow our values

• Have a great working knowledge of manufacturing operations, as well as administrative functions.
• Strategize with local leadership at a high level as a true business partner then pivot and deliver HR offerings that can at times be tactical.
• You are energized by developing, managing and coaching talent.
• You understand how employee engagement influences business results and are an engagement evangelist.
• You are a trusted listener and empathetic partner when employees come to you with their suggestions, questions, and issues.
• You pride yourself on a thoughtful balance between objective data and subjective observation.
• You are a natural collaborator and positive contributor to teams.

How you will do it

• HRBP for the USA/Canada VP of operations and supply chain
• You will be accountable for all HR activities and sites assigned within region. Partner with business leaders on organizational design, workforce planning, talent management, succession planning, and skills assessment
• Review and analyze business data to identify trends and recommend solutions to improve performance, retention, and employee experience
• Provide coaching to build leadership capabilities and enable managers to constructively address and resolve employee issues
• Assist people managers and employees in navigating a range of employee relations issues ensuring a balanced perspective
• Assess your operation's human resources training needs and partner with your operations leaders and human resource managers to determine development and training needs
• Build employee-friendly processes and understand the value of being a service organization
• Partner with people managers to retain, develop and motivate people to achieve their fullest potential
• Work with operations leaders to assess, create and implement innovative solutions for a variety of employee engagement initiatives
• Assist leaders in the development of internal programs for future growth and capabilities
• Collaborate with HRBPs who may have responsibility for teams at each location
• Contribute to HR project teams, as needed
• Anticipates HR issues as a result of long-range business strategies and partnering with senior managers to create proactive solutions to keep up with evolving changes
• Initiates and manages the consistent implementation of various initiatives in support of our HR strategic plan involving recruitment and staffing, driving individual and team performance management, organization design, employee and labor relations, leadership development, and corporate responsibility (core values, code of conduct, employment laws)
• Performs risk assessments and preventative strategies to reduce the organizations exposure to legal and other employment risks
• Acts as a resource person in the interpretation of employment law, legal contracts and policies relating to all aspects of human resource management
• Manages all HR reporting required and HR Scorecard; ensure consistency with operational/financial reporting; match headcount actual against budget and manage overages
• Manages workforce reductions, restructures, changes and communication channels
• Coordinates with corporate functions to ensure programs are consistent and application is in accordance with established policies and comply with provincial law and regulations
• Represents the company on matters pertaining to its relationship with its employees, management and community projects

The Critical Skills you must have:

• Demonstrated ability to coach managers and leaders
• Deep focus on delivering business results
• Ability to influence and partner with all levels of the organization to achieve results
• Strong business and HR acumen
• Strong problem-solving skills, critical thinking, and initiative
• Exceptional understanding of manufacturing and operations HR needs
• Excellent written and verbal communication skills
• Understanding of technology teams and how to grow and develop technology leaders

Functional HR Competencies:

• Business Understanding: Ability to explore and understand business processes, financial metrics and organizational systems and structures.
• Organizational Development: Demonstrated ability to use a systems perspective to diagnose an organization and facilitate process improvements.
• Compensation and Benefits: Demonstrated ability to understand and apply total pay concepts to attract, motivate and retain key employees in the organization
• Employee Effectiveness: Demonstrated ability to keep in touch with the workforce, anticipating employee reaction and impact of business decisions
• Performance Management: Knowledge of the process of performance management that includes defining success, establishing measurements, providing feedback and rewarding performance.
• Workforce Planning: Demonstrated ability to identify the HR implications of the business plan and develop and implement solutions to meet identified needs.
• Staffing: Ability to assist the organization with the staffing process and build action plans with staffing partners to maintain an active pipeline of talent. Can effectively close senior candidates.
• Employee Communications: Skills in developing a strategy to implement a plan to ensure effective communication channels within the divisions.

Qualifications:

• Bachelor's Degree is required/preferred. Master's Degree or MBA strongly preferred
• Professional HR certification a plus
• 10+ years of progressively responsible experience in HR generalist role is required
• Demonstrated experience managing performance, coaching and assessing talent
• Able to travel, 50% domestic travel
• Demonstrated ability to influence and partner within a diverse organization to help drive business results
• Ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company flexibility, fantastic communication skills and huge amounts of drive
• Ability to be comfortable with high volume, fast paced workload
• A strong solutions focus and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions
• Strong internal and external customer service focus
• Ability to manage multiple priorities simultaneously - results oriented
• Strong work ethic and desire to achieve excellence
• Must be able to interface at all levels of the organization Proven ability to manage conflict and the courage to challenge organizational thinking
• Proven track record of success in handling employee relations issues
• Collaborative approach with emphasis on teaming to problem solve
• Demonstrated problem solving and decision-making skills

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Who we are

Clarios is the global leader in advanced, low-voltage battery technologies for mobility. We power progress through ever-smarter solutions for virtually every kind of vehicle. With 16,000 employees in over 140 countries, we bring deep expertise to our Aftermarket and OEM partners, and reliability, safety and comfort to everyday lives. We answer to the planet with a rigorous ESG focus - advancing best-in-class sustainability practices and advocating for them across our industry. We recover, recycle and reuse up to 99% of our battery materials. Clarios is a Brookfield portfolio company.

To all recruitment agencies: Clarios does not accept unsolicited agency resumes/CVs. Please do not forward resumes/CVs to our careers email addresses, Clarios employees or any other company location. Clarios is not responsible for any fees related to unsolicited resumes/CVs.

Clarios, LLC is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, status as a qualified individual with a disability, or any other characteristic protected by law. For more information, please view EEO is the Law, EEO is the Law (supplement), and Pay Transparency Non-discrimination. If you are an individual with a disability and you require an accommodation during the application process, please email [email protected].