The HR Director for Manufacturing is responsible for partnering with the Operations, Engineering and Product Management leaders to drive core HR processes including talent acquisition, HR policy recommendations, interpretation, and administration, employee relations, compensation, organizational design and effectiveness, performance management, talent development and employee engagement. This role will be based in the Swedesboro, NJ location and is an on-site position.

This role oversees 9 US locations with a team of HR professionals supporting those plants. He/She must be able to proactively manage a broad scope of initiatives and interactions from handling individual employee relations issues to providing consulting to, and closely partnering with, senior management to effectively manage the manufacturing people-related initiatives and the functions within those plants which includes Engineering, Operations, Quality, Product Management, EH&S and R&D.

Responsibilities

Organization Development & Effectiveness

• Continually scans the organization for opportunities to enhance capabilities and productivity, and acts as "hands-on consultant" to management in addressing opportunities for improvement
• Assists operations leaders in identifying and defining resourcing requirements
• Tracks, analyzes, and utilizes appropriate workforce data from HRIS and other sources to make fact-based organization and people decisions

Talent Acquisition

• Partners with leadership to confirm job requirements and reviews and approves internal/external job postings
• Ensures the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions; partners with internal recruiting resources
• Drives the employment process including tracking and filling open positions, developing and implementing recruitment strategies, and making hiring recommendations in line with overall staffing plans
• Evaluates key hires, transfers and promotions via a robust interviewing and evaluation skill set

Performance Management and Talent Development

• Provides input and implements core processes to improve employee performance and build organization capabilities
• Facilitates performance assessment and calibration and individual development planning processes; ensures appropriate documentation and follow-up
• Coaches people-managers at various levels to be effective leaders and team members
• Ensures appropriate succession plans are in place for key positions and talent

Employee Relations and Engagement

• Leverages engagement survey or other available information to drive proactive employee communications and engagement initiatives
• Utilizes employee relations issues to diagnose and solve underlying HR issues throughout sites and develops and implements strategies to address these root causes
• Demonstrates and balances company and employee advocacy in working with teams to address/mediate issues or capture opportunities
• Develops and implements disciplinary procedures and corresponding paperwork/documentation; partners with internal/external legal counsel as necessary

Total Rewards

• Ensures all employees understand our core compensation and benefits principles, programs, & practices; provides consultation to client groups & governance as required
• Provides consultation to operations leadership in administering the compensation and benefits for manufacturing employees, ensuring equitable practices are taking place across sites, and our practices are competitive to attract talent

Experience, Skills, Education

• Bachelor's Degree required, Master's Degree preferred
• Minimum of 10 years' experience in Human Resources with at least 5 years' experience as an HR Business Partner / Generalist in a manufacturing setting required, manufacturing highly preferred
• Ability to travel domestically, 25%
• Minimum of 5 years' direct people-management experience with remote employee management r experience required
• Ability to interact effectively with all organization levels and coordinate cross-functional initiatives
• Ability to develop and present compelling people-related business cases and recommendations
• Ability to integrate data from interviews, reports, and other data sources to make appropriate employment and other decisions
• Excellent organization and project management skills
• Strong analytical and problem-solving capabilities; emphasis on providing solutions vs. pointing out problems
• Agility to anticipate changing business needs, and flexibility to effectively coordinate multiple priorities
• Broad perspective from working in various industries, functions, or business situations