Human Resources Manager

Position Summary

• The Manager, Human Resources, Eastern Region Sales and Field Service will report to the Director, Human Resources North America Sales and Field Services.
• The Human Resource Manager operating as a Human Resource business partner provides leadership in the development and implementation of strategic and operational human resource programs and ensures linkage of human resources strategies with the strategies and objectives of the internal customers in the Global Sales & Marketing organization (GSM).
• The Human Resource Manager provides the leadership to ensure that Human Resource services meet the business’s needs including talent acquisition, talent management, leadership development and succession planning, performance management, change management, employee relations, compensation and benefits, and driving a culture of inclusion and engagement.
• This role will support commercial organization dispersed across multiple locations across United States. This position requires team participation and interface with all levels of the organization, as well as a direct and continuous collaboration with the Regional Vice President – GSM, Director - CSM, the assigned region Sales Group Leadership team, and the Human Resources colleagues across the organization.

Additional Responsibilities:

• Develop career path models for key leadership positions and succession plans that motivate and retain key employees and assures that the right talent is available to execute the business plans.
• Foster the development of a human resources vision that is understood and that contributes to the overall Sales Group vision. Continually strive to develop functional excellence within the human resources organization that helps generate improved operating results.
• Partner with leadership to facilitate meaningful change and improved organizational effectiveness.
• Collaborate with headquarters human resources Center of Excellence as well as HR Operations teams to maximize HR delivery within assigned region.
• Develop an understanding of the industrial automation industry including business cycles, competitors, customers, channel partners and key success factors.
• Track human resources metrics which drive key business results.
• Ensure thorough familiarity with company policies and procedures as well as local labor laws.

Competency Requirements:

• A combination of mental flexibility, creativity, conceptual ability and judgment. Ability to lead and manage change process for the organization effectiveness.
• An analytical and effective human resources problem-solver, with a strong strategic orientation; someone who deals effectively with both macro “big picture” issues, as well as detailed tactical activity involved in developing appropriate programs.
• A good listener with outstanding interpersonal qualities and a natural, effective consultative style. Someone who is sought out for their opinions and counsel and who can forge and maintain close relationships, both internally and externally.
• A highly-motivated team player who contributes to an atmosphere in which people work together, enthusiastically and effectively, in producing outstanding results.
• An energetic, resourceful and hands on individual with a strong service orientation, someone who commits herself/himself fully to the job and who is dedicated to developing and delivering outstanding work – consistently revisits, rethinks and proactively explores opportunities to improve the Human Resources function, and its support of the organization’s mission and objectives.
• Willing to say what needs to be said, take a tough stand, and give candid / frank feedback when necessary.
• Must have the ability to work in a very fluid environment and deal with seeming opposite concepts and tasks.
• Must be comfortable working in a highly matrixed environment and influencing without authority.
• Self-starter who leads by example; effective in working with, and through others.

Minimum Qualifications

• Minimum of five years in line and or staff roles with well-rounded HR generalist background and developed technical expertise in talent acquisition, talent management, leadership development and succession planning, performance management, change management, employee relations, compensation and benefits, and driving culture change.
• A demonstrated track record of effectively developing HR strategies and executing plans to achieve those strategies, leading to improved organization effectiveness and business results.
• Must have experience working with a wide range of levels within the employee base in order to develop and implement practices and programs that drive performance and attract and retain top talent.
• Demonstrated experience in many aspects of cultural transformation, including lean/six sigma, business process improvement, change management, diversity initiatives and the integration of people, systems and technologies in high performance management teams.
• Must have experience operating in a complex, global organization and industry including collaborating with colleagues in multiple business units, continents and diverse cultures.
• Demonstrated ability to anticipate future workforce needs and to influence the business leaders to invest in innovative talent strategies to ensure that we develop and retain the talent required to achieve our long term strategy.
• Bachelor’s degree in Human Resources, Business or related discipline required
• Advanced degree – MBA or Masters in Human Resources, Organization, Behavior, Industrial & Organizational Psychology or related discipline a plus.
• SPHR certification is also a plus
• Strong financial and business acumen.
• Strong knowledge of all areas within HR having been achieved as an HR Generalist.
• Ability to analyze complex data, understands business implications, and makes recommendations to business leaders.
• Ability to travel throughout US (minimum of 50%).