Executive Director Human Resources

JTEKT North America • Greenville, SC

23h • Onsite

About The Position

The Executive Director of Human Resources directs the design, development and implementation of human resource strategies and processes to support and align with JTEKT annual and mid-term plans and the JTEKT Basic Principle. Contributes as a strategic executive team partner in the accomplishment of HR plans, processes and operations including employee relations, talent acquisition, learning & organizational development, performance management, succession planning, compensation management, benefits administration, HRIS (Human Resources Information System) & payroll. Drives the development and engagement of the Human Resources team in North America.

Requirements

• Business knowledge: A thorough understanding of business operations and processes.
• Coaching/developing others: Helping others to reach their full potential and to be productive members of a team.
• Credibility: Must be perceived as having the knowledge, experience, competency and trustworthiness to influence and lead.
• Critical/analytical thinking: Ability to effectively gather and analyze information to creatively solve complex problems.
• Cross-cultural intelligence: Ability to apply knowledge and sensitivity in order to effectively work in a diverse and multi-cultural environment.
• Effective communication: Must possess excellent interpersonal communication skills and the ability to effectively communicate to diverse audiences using a variety of communication techniques.
• Integrity & Ethical behavior: Demonstrate personal and professional integrity and ethical behavior that is above reproach.
• Flexibility/adaptability: Must possess the ability to quickly make decisions and adjust tactics in a fluid and ever-changing business environment.
• Global intelligence/global mindset: An overarching way of thinking about the nature of doing business that includes an understanding of and sensitivity to cultural differences among workers in other countries and legal issues inherent in operating a multinational business.
• HR knowledge: Thorough understanding of technical and strategic HR functions and processes.
• Leading change: Charting the course for organization’s stakeholders to navigate a shift in business processes, priorities, roles and expectations.
• Organizational knowledge: Understanding the business issues that are specific to the organization and having empathy for and an awareness of the impact of human capital issues on the organization as a system.
• Persuasiveness/influencing others: The art of using interpersonal skills to convince others to share one’s perspective or way of thinking.
• Results orientation/drive for performance: The ability to demonstrate the value HR brings to the organization through linking processes and practices to positive outcomes.
• Shaping organizational culture: Creating and driving the values by which an organization operates.
• Strategic thinking: Seeing the big picture, having a long-term line of sight and understanding the interconnectedness of decisions and activities within the various lines of the business.
• Technology savvy: Knowledge of the unique solutions and challenges that new technology will bring to the organization and understanding of how talent management will be affected by a technologically enhanced business environment.
• Bachelor’s degree and 10 years’ experience in HR related functions and/or manufacturing.
• Proven experience dealing with confidential information and stressful situations.
• Ability to work independently and effectively in a matrixed organization.

Nice To Haves

• Experience working in an international, foreign-owned manufacturing company preferred.
• SPHR or SHRM-SCP and minimum of 5 years leadership experience in a manufacturing environment desired.
• Experience in HRIS management desired.

Responsibilities

• Directs the functional areas of Human Resources including, but not limited to associate relations, organizational development, talent acquisition, learning and organizational development, performance management, succession planning, compensation management, benefits administration, HRIS/employee records, payroll, AAP/EEO, workers compensation and special projects.
• Maintains a highly engaged team by inspiring trust, creating vision, executing strategy and coaching potential. Fosters a culture and environment that aspires to the JTEKT Basic Principles and a problem-solving mindset. Plans for the competency development of HR staff across the region to prepare them for future growth in the company and individual career paths.
• Develops organizational strategies by identifying and researching human resource issues; contributing information, analysis and recommendations to the organization’s strategic direction. Applies appropriate change management measures and strategies to achieve the desired business impact.
• Manages the development, alignment, implementation, and compliance of human resources policies and processes.
• Works closely with executive leaders, plant and business unit management to advise, counsel, and coach the development, improvement or resolution of issues related to culture, leadership, or individual performance. Responds to, solves, and/or makes decisions that have broad department impact and/or risk.
• Responsible for the creation of the department annual plans, budgets, and reports in conformance with legislated and legal requirements or company “Hoshin” annual planning processes.
• Responsible for continuous improvement and innovation as it relates to the human resource function.
• Manages HR staff directly and indirectly across North America. Provides guidance and direction in accordance with the organization's policies and applicable laws. Responsibilities include hiring; planning, assigning, and directing work; training department employees; conducting performance reviews and related salary adjustments; administering corrective counseling as needed.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive