Human Resources Director

Job Purpose/Scope

The Director of Human Resources is responsible for leading the company’s HR team and guiding its strategic direction. This role is an expert on all aspects of human resources, including talent acquisition, employee engagement, compensation and benefits, legal compliance, and organizational development. This role provides leadership and vision to ensure that the organization’s HR practices align with its strategic goals. The Director is also responsible for ensuring that employees are well-informed about company operations and policies.

Essential Functions

• Lead as a business partner to the Artazn President and JADEX CHR Officer to drive the human capital agenda, in a unionized environment, with a thorough understanding of the Company strategies and challenges.


• Hiring and onboarding new employees and negotiating employment agreements.


• Establish and execute HR policies that support both short-term goals as well as long-term business strategy.


• Overseeing HR operations, systems, and practices, and ensuring legal compliance with federal and state laws.


• Coordinate with contract security staff to maintain site physical security.


• Plan, lead and participate in labor negotiations as required.


• Direct the administration of HR operations, including recruitment and selection; compensation; benefits; employee-relations; labor relations; training and development; safety programs; job classification system; disciplinary policies; performance management system (including discipline); compliance with equal employment opportunity laws; employee records maintenance standards; employee benefit plan administration.


• Provide consulting and coaching to business leaders and stakeholders including best practices, common methodologies, available tools, regarding human resource issues in the areas of organizational design, talent management and compensation.


• Design and oversee strategic employee and team development initiatives, focused on creating a high-performance work culture.


• Oversee department metrics to guide process improvement initiatives and analyze data to make informed business decisions.


• Identify opportunities for improvement to minimize risk or increase productivity and performance, then develop and execute a plan to implement the desired change.


• Manage and resolve complex employee relations issues. Supporting company culture by effectively navigating the needs of employees, managers and executives.


• Conduct effective, thorough, and objective investigations, and minimize exposure to risk where necessary.

Knowledge/Experience/Skills:

Key Qualifications

• Bachelor’s degree in business, Human Resources, or related field. A professional certification or MBA is desirable.


• Knowledge and competency in the use of Microsoft Office and HR systems.


• Seven or more years of progressive human resources experience, preferably in a unionized manufacturing environment. Prior labor negotiations experience, preferable.

Preferred Qualifications

• Experience working within manufacturing industry


• PHR / SHRM-CP Certification


• Ceridian Dayforce experience

Physical Requirements

• Sitting at workstation approximately 85 percent of work time. Standing and walking approximately 15 percent of work time.


• Must be able to travel 5 percent of work time.


• Ability to work overtime or occasionally on weekends with short notice.


• Typical office environment with shelves overhead and above work surfaces.

Skills

• Leadership skills to influence the actions and opinions of others in a desired direction to exhibit judgment in leading others to worthwhile objectives. Expert skills to interact with others in a warm and helpful manner while simultaneously building credibility and rapport.


• Ability to work and maintain information of a highly confidential and sensitive nature.


• Ability to interpret verbal and non-verbal behavior; to develop accurate perception and understanding of others’ feelings, needs, values and opinions; to be sensitive to and aware of personality differences and conflicts.


• Strong regulatory skills with the ability to read, interpret and apply laws to policy development and application in the areas of labor relations, benefits, salary and compensation, employee leaves such as FMLA, ADA.


• Ability to collect, analyze, and interpret data to support management decision making.


• Highly energetic and self-motivated with a personal desire to grow and excel professionally within the organization; desire for mentoring; ability to handle constructive criticism.


• Ability to be a role model for the department by exhibiting leadership skills and department/company knowledge.


• Time management skills and ability to meet deadlines easily.


• Ability to work with people in such a manner as to build high morale and group commitments to goals and objectives.


• Skills in problem solving in a professional manner while exhibiting good judgment in ambiguous situations.


• Skills to start and persist with specific courses of action while exhibiting high motivation.


• Skills to define objectives and set specific goals and then see them through to the end.


• Skills to effectively communicate with all levels of the organizations (oral and written).