HR Director - Coperion Performance Materials and Rotex

Hillenbrand•Sewell, NJ

7d•$118,000 - $189,000

About The Position

As Regional HR Director US you’ll develop, direct, and coordinate human resources strategies such as recruiting, workforce planning, associate relations, performance management, talent development, compensation, and training. You’ll direct and lead human resource associates and upper management through mentoring and coaching. The HR Director will report solid line into the HR Business Advisor for Coperion. Work You’ll Do: Contributes as a member of the Human Resources team to achieve business goals by establishing both long-term and short-term people strategies. Actively drives and supports organizational transformation projects that also include the HR function. Provides direct coaching and feedback to the regional leadership and his/her leadership team. Collaborates with management to ensure timely understanding of current and future workforce needs based on organizational business need and recommends structure changes as appropriate; implements structure improvements by realigning, sourcing and/or selecting talent. Functions as a business partner to the site leadership teams in the US, providing guidance and counsel and acts as a conduit for organizational feedback, including areas of coaching, associate performance, and managing risk (i.e. ADA, FMLA, EEOC, etc.). Facilitates the Talent Review process, including talent identification and development and Performance Management process. Support the annual compensation award process for both the operating company population in the US while working in partnership with global HR teams. Champions company culture by evaluating the current environment, coaching leaders to support the company culture, and utilizing change management methodologies to adjust where needed. Develops and administers a wide variety of HR policies and processes. Stays informed on industry trends by reading and evaluating legislation and other HR matters such as NLRB, federal and state laws. Other duties/projects may be assigned.

Requirements

Possess excellent judgment, deep understanding of HR principles and practices, demonstrated leadership and strong business acumen.
Practical HR experience, preferably with multiple sites in an international company with a matrix structure.
Leadership experience where the leader, peers and teams are remote.
Exhibit a high degree of creativity and innovation to support the business needs through people strategies.
Ability to gauge impact on decisions which effect multiple departments and functions.
Have at least five to seven years of HR management experience with strong knowledge in employee/labor relations, sales compensation, leadership development, and staffing, training, performance management.
Experience in union environment; with contract negotiations and in ratifying contracts (CBAs) beneficial.
Proven ability of developing/identifying top talent.
Support business objectives while creating a positive human resource culture in the company.
Possess an executive presence and the ability to exhibit the desire and ability to communicate effectively with groups at all levels and all sizes.

Nice To Haves

SPHR or SHRM-SCP certification preferred.
Master’s degree preferred.
International Practical Business Experience outside the US and additional language skills next to English are considered a significant plus.

Responsibilities

Contributes as a member of the Human Resources team to achieve business goals by establishing both long-term and short-term people strategies.
Actively drives and supports organizational transformation projects that also include the HR function.
Provides direct coaching and feedback to the regional leadership and his/her leadership team.
Collaborates with management to ensure timely understanding of current and future workforce needs based on organizational business need and recommends structure changes as appropriate; implements structure improvements by realigning, sourcing and/or selecting talent.
Functions as a business partner to the site leadership teams in the US, providing guidance and counsel and acts as a conduit for organizational feedback, including areas of coaching, associate performance, and managing risk (i.e. ADA, FMLA, EEOC, etc.).
Facilitates the Talent Review process, including talent identification and development and Performance Management process.
Support the annual compensation award process for both the operating company population in the US while working in partnership with global HR teams.
Champions company culture by evaluating the current environment, coaching leaders to support the company culture, and utilizing change management methodologies to adjust where needed.
Develops and administers a wide variety of HR policies and processes.
Stays informed on industry trends by reading and evaluating legislation and other HR matters such as NLRB, federal and state laws.
Directly supervises employees through influential leadership.
Carries out supervisory responsibilities in accordance with the Company policies, the Code of Ethical Business Conduct, and applicable laws.
Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.