Sr. Director, Kansas Site Human Resources

Panasonic•De Soto, KS

49d•Onsite

About The Position

Panasonic Energy Corporation of North America (PECNA) is seeking a skilled Sr. Director of Human Resources in De Soto, KS. The Sr. Director of HR is a key member of the executive leadership team. This role will drive change transformation and HR strategy execution to achieve specific business results. This position is responsible for strengthening overall employee culture and driving change management at all levels throughout our diverse and multi-cultural organization. With an employee base of over 2000 people in a High-Performance Culture, this HR professional will optimize efficiency in our operations while also influencing and infusing our company values in alignment with our growth. This role is highly visible within our organization and requires a change agent who is a collaborative and strategic professional. This role combines your leadership, business acumen, leadership development, employee relations, communications, and passion to extend an organization from a vibrant start-up workplace into a burgeoning lithium-ion battery cell industry. Bring your energy, creativity and come build with us.

Requirements

Bachelor’s degree in Business, HR, or related field
Minimum of ten (10) years related human resources experience with at least five (5) years of experience in leading HR strategy development in a relevant industry.
Rotational Leadership Program experience in a large multi-national company.
Seven (7) years of management experience, preferably within a global, multinational company
Manufacturing or related HR experience
Proven abilities to lead a variety of initiatives across the HR spectrum – HR strategy, business partnership, HR Operations & Systems, communications, policy, employee/labor relations, and HR improvement initiatives.
Adept at seeking and integrating data analysis into influence for robust outcomes.
High Performance Leadership - Genuineness of character. Servant Leader. Humility and high self-confidence to listen without ego, and advocacy for the important things. Positive energy.
Demonstrated comfort in multi-national environments.
Superb written and spoken communication, including executive-level presentations – but genuine above all. This role is a critical leadership role, with communications affecting a large organization.
Demonstrated excellence in investigatory elements of employee relations including having addressed concerns related to discrimination, compliance, safety, etc.
Clear prioritization to advance efforts on multiple fronts.
Flexibility – critical for a high-performance environment.
Excellent leadership and management skills to enable the creation of a highly capable and sustainable HR Function.
Desire and ability to lead and influence others with opposing agendas.
Demonstrates a high level of ethical behavior in exercising judgement and discretion in matters of significance.
Ability to adapt behavior to fit the cultural elements of each situation and to various project requirements.
Ability to interact effectively with others with diverse personalities, with tact, maturity, and flexibility and work effectively with a strong team orientation.
Articulate communicator with polished written, verbal and presentation skills.
Ability to analyze, interpret, and communicate related data, including analytical and advanced technical data.
Ability to read, understand and communicate financial statements and profit and loss statements.
Ability to attract high caliber people; develops team; appraise strengths and weakness of team.
Ability to foster professional excellence and promote collaboration and teamwork with others.
Highly organized and self-motivated with focus on results.
Excellent written, negotiation and oral communication capabilities, including major presentations to high-level internal and external contacts, is required. Ability to deliver senior level presentations.
Exceptional interpersonal relationship building skills are essential. Ability to interface comfortably with all levels at the customer is a must.
Excellent negotiations skills.
Must be affective in human resource management.
Manages staff including supervision, counseling, mentoring, performance standards and review, discipline, training, and employee development.
Maintains and improves employee morale.
Responsible for maintaining expenditures and budgets to the extent authorized and may have the responsibility of inventory, capital investments, or head count controls.

Nice To Haves

Masters Degree in Business (MBA), Industrial Labor Relations, or HR Management from a reputable institution.
Wearing PPE is a requirement for some roles at PENA and may include equipment such as a full Tyvek suit, safety shoes, gloves, safety glasses, face mask, bump cap, and a full hazmat suit that includes a respirator.

Responsibilities

Define and execute the overall HR strategy to drive a culture of high employee engagement in alignment with our business strategy.
Demonstrates leadership, supports executive team collaboration, and provides on organizational change management strategy and priority of change management initiatives within the organization.
Provide leadership and expertise for the full scope of HR functions on all issues related to human capital management.
Responsible for directing all the people functions of the Company in accordance with the policies and practices of the Company, the ethical and social consciences of business and society and the laws.
Develop staffing strategies and implementation plans and programs to identify talent within and outside the Company for positions of varying responsibility. Identify appropriate and effective external sources for candidates for all levels within the Company.
Serve as a strategic partner to the Management team in the development of company plans and programs to advise on the potential impact on people, resources, and logistics.
Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the Company and the industry.
Develop and implement short and long-range programs and initiatives to drive organizational effectiveness, professional development, and overall management and performance of employees.
Continually assess the competitiveness and equity of all programs and practices across our global offices and against relevant companies, industries, regions, and markets.
Build, manage, and motivate impactful HR team to meet and exceed organization and departmental goals and objectives.
Extract and share relevant insights to coach and empower managers to positively influence and impact workplace culture in alignment with our Company values.
Define and monitor relevant metrics, ROI, and KPIs to proactively diagnose and address employment and operational related trends. Provide business leaders with data, findings, and recommendations of client organizations' 'health' by assessing trends in performance, employee engagement, manager feedback, attrition, and turnover, etc.
Defines and implements HR organization wide policies included but are not limited to areas of compensation; benefits, recruiting, employee relations, affirmative action, career development employee communications and employee safety.
Contribute to the development of employer branding and drive strategies that support the ability to deliver a 'best places to work' culture.
Sponsor DEI (Diversity, Equity, Inclusion & Belonging) efforts and provide influence on designing programs that allow PENA to continue to build a diverse, equitable and inclusive work environment.
Manage and support the assessment of organizational needs and the design, implementation and evaluation of programs that facilitate the professional development and continuous learning of team members, particularly executives and emerging leaders.
Leader for the Crisis Management model to prevent and resolve issues at the earliest sign of issues.
Coordinate the activities, programs, and strategic HR plans of other HR departments throughout the Company.

Benefits

Offering medical, dental, vision, prescription plans, plus Health Savings Account and Flexible Spending Account options.
Life, accident, critical illness, disability, legal, identity theft, and pet insurance.
401(k) plan with company matching contributions and immediate vesting.
Vacation, holidays, personal days, sick leave, volunteer, and parental & caregiver leave.
Tuition reimbursement for job-related courses after six months of service.
Lifestyle Spending Account, EAP, virtual health management, chronic condition, neurodiversity, tobacco cessation, substance abuse support, and life stage and fertility resources.
High5 employee recognition and awards platform, quarterly and annual employee recognition
Opportunity for an annual performance-based bonus.
Several on-site cafes, plentiful snack and beverage kitchens, revolving on-site vendor visits and employee events
Free Shuttle: Rides to and from work!