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Human Resources Director in Dallas, TX at PointOne Recruiting Solutions

Date Posted: 11/11/2018

Job Snapshot

Job Description

Category: Manufacturing & EngineeringJob Location: Dallas/Fort Worth, TX

Our client needs a strong multi-plant heavy manufacturing Human Resources Director with both union and non-union experience, transformational leadership, lean knowledge, who will be embedded with divisional and plant leadership.  This change manager needs to be able to influence other leaders to strategically align the workforce to meet the goals of the rapidly evolving manufacturing company. Local Dallas / Arlington / Fort Worth candidates are highly preferred.  Travel to the outlying plants will be necessary.

The HR Director will maintain a sustainable and flexible Human Resources strategy that is aligned with the needs of the business while focusing on the development of talent, organizational effectiveness and communications. The Director will have responsibility and oversight for corporate and plant employees in the domestic United States and will function as a business partner to the senior leadership team.

Responsibilities:

Effectively and diplomatically translates business strategy and objectives into goals, plans and tactics that are aligned with business imperatives, while ensuring compatibility with enterprise values, ethics and policy.

Attract, place, retain and motivate top industry talent through development of premier compensation programs, improved onboarding, employee training/coaching and succession planning

Oversee and improve the performance management process: job specs/requirements, review process, staff ranking, individual development plans, compensation, promotions and recognition

Identify and integrate Human Resources team members to oversee and implement premier business practices

Recognize basic employee relations at a plant level while overseeing HR policy, practices and procedures to maintain a healthy infrastructure

Counsel or coach business leaders regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline, and/or terminations in line with local culture and the business and legal environment

Work with business leaders to develop union avoidance campaigns and programs

Maintain a risk analysis to backstop supplier labor stoppages, contract disputes and other acts that could interrupt the flow of production

Work with all applicable business line executives to design, develop and implement leadership and/or departmental training programs

Work with operations leaders to grow employee confidence and morale by offering improved onboarding, in addition to continuous improvement training and development opportunities

Work closely with the operations leadership teams to understand personnel needs from a short, medium and long-term perspective

Improve reporting structure fluidity and line of communications to maintain an environment of “informed employees”

Qualifications:

Bachelor’s degree in Human Resources or related

Minimum of 10 years of leadership experience in Human Resources

Experience functioning as a key member of a senior management team, contributing to the strategy and direction of the business unit

Experience supporting Human Resource operation with non-exempt employees in a union and/or non-union environment

Experience with labor relations, supporting grievances and negotiating contracts

Experience in the industrial manufacturing sector preferred

Ability to build strong relationships and report at all levels of the organization

Demonstrated track record of being a decisive leader with the objective of maintaining alignment with the operating division

Possess superior written and verbal communication and presentation skills

Ability to analyze complex problems quickly , develop and implement solutions

Ability to assess risk and develop Human Resource plans and programs to mitigate liability and ensure operational success

Successful track record building proactive programs for union avoidance, retention and salary and incentive planning

Demonstrated ability to bring process, structure and clarity without instituting bureaucracy or slowing the organization’s momentum or adversely affecting an entrepreneurial culture

Highly motivated team player with a “can do attitude”

Ability to exercise sound judgement

Experience driving improvements and growth in a demanding, high volume business environment

Willing to travel (up to 50%) to plant locations within the domestic United States

PHR, SPHR & GPHR designations highly desired