Director

 

Description:

Essential Functions/Responsibilities:

Serve as an advisor to the Marmon/Keystone President and leadership team on key human resource matters and events.

Partners with Vice President of HR and appropriate Marmon leadership to grow the capacity of the organization’s key talent and development programs.

Leads HR function for the business with related duties that include may include but not limited to, talent acquisition and management, employee/labor relations, performance management, compensation and benefits, HR compliance, training and development, occupational health, and safety, HRIS data analytics, leadership coaching, employee engagement, recognition, and retention.

Direct the HR team by inspiring the delivery of great service, providing candid input, and fostering a culture of continuous improvement.

Drive behaviors to promote a workplace culture in line with Marmon’s values built on collaboration and support.

Provide end-to-end operational HR leadership, including employee engagement, learning & development, performance management, workforce planning, and all aspects of employee work cycle.

Develop effective and creative programs for hiring, onboarding, and key talent development to support retention and engagement initiatives.

Evaluate and continuously improve the learning & development programs with the goal of optimizing the talents and skills of the employee population.

Facilitate leadership development programs and workshops to cultivate effective leadership skills across the organization.

Monitor and ensure Marmon’s compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and modify policies and practices to maintain compliance.

Maintain knowledge of trends, best practices, regulatory changes, and new technologies in HR, HRIS, talent management, and employment law; applying this knowledge to communicate changes in policy, practice, and resources to upper management.

Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.

Standardize HR practices to ensure consistency and efficiency across the organization.

Foster a collaborative onboarding process and ensure onboarding requirements are met in accordance with specified timelines.

Manage the full recruitment lifecycle in partnership with recruiting team, from sourcing to onboarding, ensuring a positive candidate experience within designated milestones, and the right talent in the right place.

Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management.

Leads and/or supports annual HR deliverables for engagement surveys, performance, merit and bonus, training, benefits, compliance, etc.

Oversee employee/relations issues, conducting investigations and engagement roundtables, and resolving conflicts in a fair and timely manner.

May participate in collective bargaining, labor contract administration and dispute resolution. Accountable to maintain compliance with union contracts that are legitimatized.

Develop and implement training programs to fuel a culture of continuous improvement and enhance employee skills and knowledge.

Develop and implement performance appraisal systems to drive employee development and accountability, including collaborative goal setting.

Monitor market trends and benchmark data to ensure competitive compensation and benefit packages; Implement solutions.

Leads the delivery of data analytics and reporting of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.

Analyze trends and develop metrics in partnership with HR peers to develop solutions, drive insights, and make data-driven decisions.

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

Develops and implements departmental budget.

Facilitates professional development, training, and certification activities for HR staff.

Performs other duties as required.

Qualifications/Experience:

This position is suited to those who thrive in a fast-paced, complex, high-growth organization.

Minimum 5- 8 years’ experience exempt-level Human Resource experience required. Preferably in a multi-site manufacturing, transportation, or equivalent environment.

Previous experience with Talent Management, organizational development/effectiveness, employee/labor relations and change management.

Strong functional knowledge of HRIS systems; knowledge of Workday, ADP, and Microsoft Office Suite.

Strong influencing skills; must be able to coach and influence leadership.

Continuous learner with success in a growth environment.

Excellent leadership and oral/written communication skills, and a willingness to build solid working relationships across all functional areas as well as with The Marmon Group.

Problem solver with the ability to work in ambiguity and strong analytical acumen.

Able to create and deliver training topics with ease.

Strategic and confident management style backed by strong business acumen and experience.

Superior interpersonal and negotiation skills.

Excellent organizational skills, attention to detail and time management skills, with a proven ability to meet deadlines.

Able to adapt to the needs of the organization and employees.

Thorough knowledge of employment-related laws and regulations.

Ability to prioritize tasks and to delegate them when appropriate.

Travel up to 30% or based on business needs.