Sr. HR Director, Mott Corporation

IDEX•Farmington, CT

1d•$184,600 - $276,800•Onsite

About The Position

If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. Title: Sr. HR Director, Mott Reporting: Reports Directly to Group VP HR, Health & Science Technologies, Dotted line to President, Mott Corporation Location: Onsite in Farmington, CT Mott is a technology driven, high precision filtration company trusted by the world’s best technical and performance brands across four core markets: Medicine, Computing Power, Energy, and Space Exploration . Our products can be found everywhere…including lifesaving medical devices, artificial intelligence, and missions to Mars! The company’s strategic vision is to deliver technological breakthroughs where none currently exist and to inspire our engineers to escape the ordinary through design, fabrication, commissioning, and startup of world class process filtration systems. Established in 1959 and located in Farmington, Connecticut (90 miles from NYC and Boston), the company has doubled in size over the last 5 years. Mott is poised for significant expansion over the next 5 years. SCOPE OF ROLE: The Sr. HR Director, Mott supports the President, Mott Corporation and has leadership responsibility for the Mott Human Resources function and team, as well as plays deep within the day to day needs of the Mott business. We need a leader who effectively telescopes between the high level and strategic, and the day-to-day tactical work of a human resources practitioner/generalist. The successful candidate can demonstrate they are capable of working with speed and candor and adapting swiftly to changing market dynamics that influence talent management. This role presents itself an incredibly unique opportunity in that it helps drive the integration of Mott as IDEX’s largest ever acquisition whilst ensuring Mott’s core values and entrepreneurialism remains front and center in how it operates. It requires the person to implement not just IDEX best practices at Mott, but also Mott best practices within IDEX. Furthermore, given Mott’s entrepreneurial nature, it gives the HR leader an opportunity to find new ways to engage employees and drive value. The Sr. HR Director will partner with department leaders by providing leadership and consulting support on all matters related to people in linking business and tactical strategies to the human capital plans for Mott. This includes responsibility for building a High Performing Organization through Employee Engagement and Manager Effectiveness programs, talent process, recruitment, employee relations, organizational development, employee compensation, compliance, integration support, and employee retention and development.

Requirements

A Bachelor’s degree in business, human resources or related field.
A minimum of 15 years’ experience in Human Resources with experience as a people leader in HR. An experienced HR professional with sound technical skills and appropriate industry experience. Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations and training. Familiarity with COBRA, ERISA, FMLA, ADA and related state and federal regulations required.
An excellent facilitator who is experienced in resolving conflict between different parties. Strong consultative relationship building with leaders and employees. Ability to establish credibility and get along with diverse personalities, tactful, mature and flexible.
A decisive individual who possesses a results-oriented focus but can also balance the needs of the business with the needs of the individual.
Ability to respond effectively to the most sensitive inquires or complaints. Can face into controversial or complex topics to employee groups and/or management at all levels of the company.
Prior success in developing new processes, leading project improvement teams, communicating changes effectively to others, building commitment and overcoming resistance.
Excellent computer skills (MS Word, Excel, PowerPoint and HRIS) a must.
Proven experience in developing talent and building strong teams.
Demonstrates the ability to persuade others to achieve excellence and to foster an environment of openness and teamwork; a supportive manner that facilitates his/her ability to achieve results.

Nice To Haves

Prior experience within a non-union manufacturing environment, employing individuals with an engineering/scientific/technical background is preferred.
Experience with M&A, due diligence, and integration helpful.
Resourceful and well organized. High energy level, comfortable performing multifaceted projects in conjunction with day to day activities.
A strategic thinker/problem solver who can effectively interface well with all levels of employees.
Exposure to Continuous Improvement methodologies is ideal but not required.

Responsibilities

Overall leadership of the HR function including organizational planning and development; talent acquisition and Retention; performance management; employee relations and culture building; training and professional development.
Operationalize the IDEX compensation structure and philosophy within the total rewards practices at Mott and champion continuous improvement opportunities that establish and maintain foundational HR best practices.
Leads change initiatives and implements specific HR strategies to achieve organization goals and objectives. Use annual engagement survey results to drive programs and initiatives leading to a great work environment and develop effective managers.
Establish and monitor a comprehensive performance management process to include Organization and Talent Cycle (OTC), goal setting; performance appraisals; coaching and feedback; wage and salary structure; pay policies; and career development.
Oversee a comprehensive recruitment, onboarding, and retention program. Develop staffing strategies and implementation plans to identify talent within and outside the corporation for positions in the future.
Establish credibility with management and employees to be an effective resource. Assist leaders in the evaluation of their department structure and team plans for continual improvement in efficiency and effectiveness of the group.
Evaluate current workforce profile and partner with team to develop knowledge transfer plans for upcoming retirement bubble
Ensures HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures
Lead change management strategies to support cultural integration and workforce alignment.
Collaborate with functional leaders to harmonize HR policies, benefits, and talent practices working with internal HR teams such as Total Rewards, Talent Acquisition, Talent Management.