Director, Human Resources

FN America

29d•Onsite

About The Position

The Director, Human Resources will lead and manage all aspects of human resources. This role is crucial in driving organizational effectiveness and a culture of engagement by promoting employee involvement, leadership accountability, and a strong sense of ownership at all levels of the organization The position will report to the General Manager and have a dotted-lined functional reporting with Group HR. The position is part of the Management Team of the Company and partner with senior leadership to align HR strategies with business objectives and foster a positive workplace culture.

Requirements

Bachelor’s degree in human resources, management, general business or related field required. Master’s degree preferred.
A minimum of 10 years of progressive human resources experience, with at least three years in a leadership role leading a team in a manufacturing environment required.
Advanced knowledge of HR principles, practices, and employment laws.
Strong leadership and team management skills.
Collaborative team player with a proactive and customer service-oriented approach.
Ability to build and foster relationships with all levels of employees.
Strong business acumen and financial management skills (budget management, cost control, and KPI’s).
Ability to analyze HR metrics to make data-driven decisions.
Ability to maintain confidentiality and handle sensitive information.
High level of professionalism.
Strategic thinking, problem-solving abilities, and crisis management skills.
Excellent interpersonal, communication, presentation, and facilitation skills.
Strong Ability to work effectively in a fast-paced, dynamic environment.
Excellent organizational skills and attention to detail.
Strong computer skills, proficient in the use of Microsoft Office programs including Outlook, Word, Excel, PowerPoint required
All FN America employees are expected to demonstrate accountability, collaboration, communication, customer focus, and innovation.

Nice To Haves

Previous government contracting and international experience preferred.
SharePoint, Paylocity, SAP/Success Factors preferred
Professional certification (SHRM-SCP, SPHR, or equivalent) preferred.

Responsibilities

Assist with developing and implementing HR strategies aligned with business objectives, improving workforce productivity and supporting organizational growth.
Act as a strategic partner in guiding the company’s workforce planning, talent management, and employee engagement initiatives.
Collaborate with senior leadership to drive organizational change and foster a high-performance culture.
Develop workforce planning strategies to meet current and future operational needs, including labor forecasting. Collaborate with production managers to align workforce capabilities with operational requirements.
Lead the recruitment and selection process, ensuring the attraction of high-quality candidates.
Build and maintain relationships with local schools, vocational programs, and other recruitment channels to attract top talent.
Foster positive employee relations by addressing issues such as grievances, disputes, and disciplinary actions in a timely and fair manner.
Ensure a high level of employee engagement through feedback mechanisms, surveys, and programs designed to improve morale and retention.
Lead the development of recognition programs to reward employees for performance and contributions to the company’s success.
Oversee the strategy and execution of effective communication initiatives that keep employees informed, engaged, and aligned with company goals (executive messages, employee town halls, intranet, manager meetings, monitors, etc.).
Foster a positive work environment through effective communication and conflict resolution.
Drive performance appraisal systems to evaluate employee performance and development needs.
Oversee the performance appraisal process, ensuring that evaluations are objective, fair, and aligned with company objectives.
Support managers in addressing performance issues and developing improvement plans.
Drive initiatives to promote a culture of continuous feedback and improvement.
Identify skills gaps and training needs across the manufacturing workforce, developing programs to address them.
Support the design and implementation of leadership development programs to build future leaders within the organization.
Develop training and development programs to enhance employee skills and career growth.
Conduct necessary compliance training with employees.
Ensure compliance with local, state, and federal labor laws, including OFCCP regulations, wage and hour laws, and other industry-specific requirements.
Monitor changes in employment laws and regulations and communicate necessary adjustments to the organization.
Develop and enforce HR policies and procedures that promote organizational integrity.