Director, Human Resources

Samuel, Son & Co.•Marinette, WI

About The Position

At Samuel, we believe every team member brings unique and valuable skills, experiences and knowledge to our thriving business – enabling us to build on over 170 years of success in the metals industry. We offer countless opportunities for our team members to develop and grow in their careers, empower them to make decisions on the job and be a part of driving positive change – within our organization and in the communities where we live and work. If you’re seeking a dynamic, supportive and welcoming workplace to make your mark and grow your career, we have the programs, culture and opportunities to make it happen. We’re stronger together. At Samuel we believe in a culture of equality. Respect and integrity are at our core. We are committed to building and creating an environment that is open and welcoming for everyone. This job posting is for an existing vacancy within the organization Samuel is an Equal Opportunity Employer. In the United States, we utilize E-Verify. Samuel Pressure Vessel Group is a global leader in the design, manufacture and distribution of pressure vessel solutions. We offer a wide range of capabilities in fabricating stock, custom & engineered-to-order vessel designs. Whether you need an ongoing supply program for small standard vessels or have a one-time requirement for large engineered-to-spec pressure vessels, our experienced team is ready to assist you.

Requirements

A bachelor’s degree from an accredited college/university; MBA preferred.
Current professional certification from SHRM/HRCI preferred.
7+ years of senior level HR experience, engaging & supporting business leadership and workforces of 500+ people.
Demonstrated experience in creating and supporting high performance teams
7-10 years of overall business experience, majority in HR; exposure to multi-location & multi-state manufacturing environments required.
Superior technical systems and software aptitude required. Must be able to leverage disparate systems and databases to derive data supporting business case conclusions. Strong report-writing and data mining skills essential.
Demonstrated track record in delivering sustainable business results through best-in-class people practices.
Periodic travel within North America (including Canada) of up to 25% required.
Excellent organizational skills with the ability to handle pressures of deadlines, diverse assignment loads and high work volumes.
Excellent ability to independently problem solve and troubleshoot required.
Able to thrive in a matrixed organizational structure
Superior interpersonal and communication skills
Superior attention to detail and accuracy is critical
Authentic individual with impeccable integrity
Game-changer/change agent. A confident and well-prepared leader who thrives in complex environments as a leader influencing change and transformation

Nice To Haves

Previous Continuous Improvement focus and experience
An individual with a great sense of humor who likes to have fun preferred
Credible and savvy businessperson who will be perceived as a trusted consultant and functional expert to senior management

Responsibilities

Labor & employment law SME: serves as the business unit’s internal expert on labor & employment law in the states where it operates. Through partnership with the HRVP and Corp HR SMEs, performs review of, grants final approval of adjustment to/introduction of, and ensures the development and application of sound and compliant L&E practices & policies for all SESG locations and 750+ employees. Focus areas include but are not limited to positive employee relations, wage and hour, harassment prevention, anti-discrimination, restrictive covenants, unpaid and PTO, family leave and accommodation. Engages outside legal as needed.
Culture change leadership: Partners with business leadership to transform culture, ensure the appropriate degree of adoption and absorption of Samuel Values and the Samuel Way while preserving and leveraging legacy values and practices that best drive local business success. Is a champion of and change leader in the adoption of an agile, continuously improving, lean environment.
Succession planning and talent development: Drives the continuous process of developing and positioning talent for succession opportunities to ensure business continuity and success.
Employee communications, engagement, retention: Actively involved with business and HR Centers of Excellence (COE) in developing strategy, plans and programs that align key elements of performance culture, talent management, individual development, total rewards and employee engagement. Assesses organizational climate and implements organizational changes as appropriate to drive employee engagement and retention. Leads communication efforts around same; partnering with senior leadership team, ensures the business message is conveyed to the workforce regularly.
Positive employee relations: Aligns with Operations and business leadership to build and maintain a positive employee relations (PER) environment; develops and delivers on a PER strategy. Ensures there are feedback loops of communication to ensure the workforces is positively engaged and the organization remains union free. Builds relationships at all levels of the business, engaging equally well with senior leadership and direct labor workforce. Works with business leadership to understand and apply fair and consistent treatment of employees in context of policy, precedent, and in balance of advocating for the employee and the Company. Ensures HR has a presence among all its employees.
Business partner and coach: Partners closely with Finance and the entire business leadership team to understand business strategy, execute on shared deliverables, and defines/aligns human resources priorities, delivers feedback and coaches executive team as required.
HR evolution: leads or supports country and/or enterprise-level HR project work, e.g. policy & procedure and process enhancement and development.
Acquisition & integration: plays a role in the HR due diligence and business integration process as required.
Recruiting, workforce planning, on-boarding, engagement: Supports and drives recruiting and workforce planning efforts in alignment with business needs. Ensures effective execution of employee on-boarding and orientation, engagement, development and integration to drive individual success and improved EBITDA for the business unit.
Strategic & Tactical Balance: Effectively balances the need to drive long-term change and business process improvement while also actively engaging with the HR team to ensure deliverables are met; is no less a “doer” than a “delegator.”
Implements fit-to-purpose processes and systems to ensure the efficient and effective performance of the HR Unit and people-related processes applicable to all areas involved. Implements metrics, runs reports and analytics to measure value, efficiency and effectiveness of processes.
Partners with leadership on the effective management of change in the business; drives and supports the formulation and delivery of communication and engagement with the workforce to facilitate and ease transformative or disruptive business initiatives.
Works with the Total Rewards COE benchmarking total compensation and reward practices, to ensure market driven pay and internal equity.
Works with the Leadership & Talent Management COE to create and implement strategies to grow, develop and retain the leaders of the company and provide strategic direction to ensure the workforce meets current and future organizational needs though objective alignment and fostering of a performance culture.
Investigates, reports on and recommends corrective course of action to resolve employee relations issues, ranging from one-dimensional to very complex. Fields and responds to employee inquiries from across the business; confers on issues as appropriate with HRVP or others according the HR Escalation Policy.
Partners with the Leadership & Talent Management COE to identify the capabilities needed to deliver on the strategic intent of the business. Facilitates the annual talent review process to identify, assess and develop successors and high-potentials. Ensures training and development needs are addressed and performance issues are handled.
Develops and implements solutions with the HRVP and Leadership & Talent Management COE on organizational design and structure, organizational effectiveness, cultural assessment and gap analysis.
Ensures compliant and consistent application of employee leave administration; reviews and works with COE on the assessment and adjustment of related programs.
Ensures that all annual compliance reporting requirements are met, including but not limited to AAP, VETS-4212, EEO-1, 5500 and associated audit activity. Ensures compliance with state, federal and Samuel posting requirements, e.g. Poster Guard.
Maintains and updates job knowledge and HR acumen by identifying opportunities for personal and team professional development and continuing education, builds professional network (internal and external), participates in professional organizations for the benefit of Samuel.