Director, HRBP Supply Chain & Operations - ON-SITE

Energizer Holdings, Inc.•Asheboro, NC

73d•Onsite

About The Position

Energizer Holdings responsibly creates products to make lives easier and more enjoyable. To do this, we lean into our culture as an organization - we win together, while serving each other, with a willingness to act boldly, all while doing right. Our colleagues hail from all backgrounds, nationalities and walks of life, but our shared mission and purpose make us one team. Because we're a global organization, you will always have opportunities to learn, grow and develop in your career. We support flexible working arrangements wherever possible. Position Summary The Director, Human Resources- SC&O is a strategic Human Resources Business Partner leader that supports Energizer's North America Supply Chain & Operations organization, which consists of the functions of Operations, Procurement, and Supply Chain. The HR Director will drive organizational effectiveness and support the execution of business strategy through alignment of HR initiatives and processes. The HR Director should be passionate about manufacturing operations as they will act as a trusted advisor to the leaders of the Supply Chain and Operations function while serving as an advocate for the 1,000+ salaried and hourly colleagues that make up the N.A. SC&O organization. Finally, this individual will manage a team of 5+ HR Business Partners, most of whom are located across several manufacturing sites in North America.

Requirements

Education: Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree a plus.
Experience: Minimum of 10 years of functional Human Resources and business partnership experience, with at least 5 years in a people leadership role.
Prior HRBP experience in a manufacturing environment with a strong passion for manufacturing, ideally both union and non-union.
Demonstrated ability to deal with highly complex business challenges, both urgent short-term issues and long-term strategic items.
Technical Skills: Strong knowledge of HR best practices, trends, and regulatory requirements.
Excellent analytical, problem-solving, and decision-making skills.
Microsoft Excel and PowerPoint needed.
Communication: Exceptional verbal and written communication skills (Fluent English required), including the ability to prepare and deliver clear, concise presentations on complex subjects to a variety of audiences.
Interpersonal Skills: Excellent interpersonal skills- capable of building strong, trusting working relationships with key executives. Must have excellent collaboration and listening skills, particularly in working with business customers, HR COE partners, and colleagues.
Influencing Skills: Strong influencing skills with the ability to work through differing viewpoints and make sound judgments.
Initiative and Accountability: Independent, proactive, and self-motivated; able to function with minimal day-to-day direction. Takes initiative and accountability for individual and team actions and results.
Decision-Making: Decisive, analytical, and curious with strong decision-making skills.
Customer Focus: Able to understand the needs of the business and translate those into HR strategy, support, and initiatives. Strong business acumen coupled with proven, in-depth experience in assessing, identifying, designing and implementing talent management and organization effectiveness initiatives.
Engagement: Has worked on creating engagement and retention strategies with successful deployment
Change Management: Ability to envision, drive, and manage complex organizational change and development coupled with relentless follow-through to ensure successful outcomes

Responsibilities

Strategic HR Leadership: Provide HR leadership in all aspects of business strategy to create structure, processes, performance systems, solutions, and metrics aimed at achieving key business goals. Support the design, development and execution of organizational effectiveness and development programs. Partner with leaders to develop strategic workforce plans and to contribute to key business decisions.
Talent Management: Develop solutions to recruitment, retention, internal mobility, and colleague development. Provide HR leadership in succession planning, talent management, and workforce planning, including building bench strength and ensuring the right people are in the right jobs.
Colleague Engagement: Develop and implement strategies and action plans to enhance colleague engagement and the overall colleague experience.
HR Service Delivery: Oversee and continuously improve HR service delivery for the SC&O functions, ensuring alignment with overall HR and organizational strategies. Collaborate with HR Centers of Excellence to address and satisfy the strategic needs of the business.
Change Management: Serve as a change agent and consultant to line management in support of the company's strategy and values. Introduce, lead and influence change initiatives with leaders to address issues that will enhance overall performance and build the capabilities of the organization.
Leadership Coaching: Build meaningful, value-added relationships with leaders and colleagues; influence and coach leadership in effectively managing their teams.
Data Analysis & Reporting: Utilize data and analytics to assess the effectiveness of HR programs. Provide insights and recommendations based on data-driven analysis. Support requirements related to EEO reporting.
Team Development: Lead and develop a team of HR Business Partners who support the SC&O functions.
Compliance: Ensure legal compliance and mitigate the company's risk in HR matters.
Employee Relations: Manage employee relations issues, ensuring a positive and productive work environment. Provide guidance on policy interpretation and conflict resolution.
SAP Success Factors or other HRIS experience.