Senior Director, HR

Regal Rexnord•Milwaukee, WI

1d•Onsite

About The Position

This role is responsible for providing HR leadership to the Clutches & Brakes Division of the Industrial Powertrain Solutions (IPS) segment of Regal Rexnord. The role will be based in Milwaukee, WI, which is the headquarters for the Industrial Powertrain Solutions segment. The Clutches & Brakes Division is a major contributor to the Segment, with just under 2000 associates and $680M in revenue. There are 16 main sites located in the United States, Mexico, Germany, France, Denmark, UK, India, Brazil and China. A key influencer of Regal Rexnord’s short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy. Reporting to the Division VP/GM and functionally to the VP of HR for the IPS Segment, the Division Sr. Director of Human Resources will serve as a key partner to the Division President and direct reports. This role is also an important member of the Segment’s HR leadership team, contributing to the segment’s HR strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the division’s global human resources function and, with the HR Leadership Team for the segment, defining, developing and implementing strategic HR initiatives to influence the segment’s revenue growth and profitability. Responsible for leveraging their experience to manage and execute the Division’s full scope of talent acquisition, workforce planning, leadership development, building a high quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion.

Requirements

Bachelor’s degree required in Human Resources, Organizational Effectiveness or related field.
8 years HR business partner experience; preferably within a global industrial manufacturing environment.
Past 3+ years’ experience managing an HR team (direct and indirect).
Demonstrated track record of partnering with senior leaders to develop and implement talent strategies that produce measurable outcomes and drive business results.
Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.
Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation.
Has a mindset of continuous improvement and can embrace Regal’s 80/20 principles.
Demonstrated ability to develop strong partnerships and influence resources outside one’s direct responsibility.
Ability to travel up to 20% domestically and globally.

Nice To Haves

Master’s Degree or MBA highly preferred

Responsibilities

Conducts workforce planning based on strategy and leverage data and analytics to identify priorities.
Assesses needs and draws connections across the business; identifies implications from a talent, structure and skills requirements.
Develops organizational design and restructuring plans to optimize resource allocation.
Develops and leads the Division talent management initiatives to establish a robust pipeline of diverse leadership talent.
Leverages talent across the Segment and Enterprise (facilitator) to identify opportunities for developing leadership talent.
Key partner in facilitating the development and execution of experience based development plans for high potentials.
Manages the talent review and succession planning process; provides expertise and guidance to the Division’s business leadership and HR teams.
Actively leads and participates in the talent acquisition of key Division leadership positions.
Implements actions to create a highly engaged, high performing, and inclusive work environment across the Division.
Demonstrates the use of 80/20, continuous improvement and deliver results aligned with the Segment and Enterprise HR strategy, including KPIs.
Based on previous HR Business Partner experience, is able to provide hands-on coaching to business unit and site HR leaders.
Ensures strong HR capabilities are within the Division; leads in the selection, development and evaluation of HR talent.
Experienced to provide strong oversight on daily or complex employee relations investigations and resolution of major issues.
Key advisor and coach to the Division’s HR leaders, business leadership and line management on appropriate HR practices and policies; insures implementation and compliance.
Identifies opportunities to simplify processes and enhance value of HR to the business.