Director, Human Resources - Operations

Oshkosh Corporation•McConnellsburg, PA

3d•Onsite

About The Position

JLG began in 1969, when our founder, John L. Grove set out to resolve growing safety concerns in the construction industry. Since then we have been committed to understanding the challenges and delivering innovative solutions to the access market. We partner with customers to provide quality equipment, training opportunities and trusted support within the access industry. We are a global company, and our products—including mobile elevating work platforms, telehandlers, utility vehicles and accessories—can be found all over the world. The Human Resources Director will work with senior leadership to develop and implement HR strategies for the organization. This role will administer HR program and policies in support of company goals and positively engage the workforce. The HR Director will advise leadership on all HR issues with broad and current subject matter knowledge that includes expertise in federal and state employment laws. The main objective of this role is to provide consultation to management on staffing plans, compensation, benefits, training and development, budget, and labor relations. YOUR IMPACT These duties are not meant to be all-inclusive and other duties may be assigned. Provide leadership for team member engagement, succession planning, performance management, talent management, diversity and inclusion, employee relations, change leadership, employee experience, communication, organizational design, and workforce planning. Align HR strategy with business unit goals for growth, particularly in – talent pipeline development, retention, employee experience and workforce planning. Develop proactive talent management strategies which will enhance employee engagement and mitigate future talent gaps. Coach and lead business leaders and HR Business Partners in all areas of performance management. Processes include goal and objective setting, performance reviews, individual development, performance improvement, and corrective action plans. Accountable for budget items for assigned areas of responsibility. Partner with HR Centers of Excellence (COEs) to develop proactive talent development and talent planning strategies to mitigate future talent gaps. Support the selection and overall talent acquisition process, as well as make recommendations regarding key hiring decisions within the business. Ensure a fair and consistent interpretation and application of Company policies, practices, and procedures that create and maintain a People – First culture. Provide insight and leadership to align HR strategy to business strategy. Foster change leadership and drive culture by caring for our team members, our communities, and our customers.

Requirements

Bachelor’s degree in Business Administration, Human Resource Management, or a related field.
Twelve (12) or more years of experience in HR, employee development, labor relations, or a relevant area.

Nice To Haves

Master’s degree in a relevant field.
Demonstrated ability to develop organizational capability.
Strong leadership competencies including inspiring and motivating others, building collaborative relationships, coach and developing others, strategic thinking, and organizational alignment.
Continuous improvement mindset with experience in process improvement.
PHR certified or SHRM-CP certified.
Strong written and verbal communication skills.
Global HR experience.

Responsibilities

Provide leadership for team member engagement, succession planning, performance management, talent management, diversity and inclusion, employee relations, change leadership, employee experience, communication, organizational design, and workforce planning.
Align HR strategy with business unit goals for growth, particularly in – talent pipeline development, retention, employee experience and workforce planning.
Develop proactive talent management strategies which will enhance employee engagement and mitigate future talent gaps.
Coach and lead business leaders and HR Business Partners in all areas of performance management. Processes include goal and objective setting, performance reviews, individual development, performance improvement, and corrective action plans.
Accountable for budget items for assigned areas of responsibility.
Partner with HR Centers of Excellence (COEs) to develop proactive talent development and talent planning strategies to mitigate future talent gaps.
Support the selection and overall talent acquisition process, as well as make recommendations regarding key hiring decisions within the business.
Ensure a fair and consistent interpretation and application of Company policies, practices, and procedures that create and maintain a People – First culture.
Provide insight and leadership to align HR strategy to business strategy.
Foster change leadership and drive culture by caring for our team members, our communities, and our customers.