Senior Human Resources Director - Manufacturing Operations
HR
Full Time
Charlotte, Nc
2019-01-18

Electrolux North America, Inc., a $5 billion manufacturing and sales subsidiary of AB Electrolux, is seeking a Senior Human Resources Director. The Senior Human Resources Director, Manufacturing Operations aligns people strategy & people management solutions with the business strategy by understanding business, market, and industry trends, providing insights for future talent needs in order to build talent and leadership capabilities. This role acts as a change catalyst to realize the long-term people strategy as an integral member of business leadership team.

This role will be located in either the Greater Nashville area at our Springfield, TN facility or our Corporate Headquarters in Charlotte, NC. The role reports operationally to the SVP Industrial Operations EMA NA and functionally to the VP Human Resources for Electrolux Major Appliances North America (EMA NA and provides HR leadership and direction to the six North American plant locations and their HR teams.

The objective of this position is to deliver upon the Electrolux HR initiatives and facilitate the Industrial Operations strategy through collaboration, people leadership and expertise in organization effectiveness, design and development. This role requires an experienced hands-on client facing business partner and organization effectiveness leader to partner with HR and Industrial Operations leadership while providing effective coaching for the plant manufacturing HR teams.  The individual possesses subject matter expertise in Industrial Operations production environments and has labor relations experience.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Business Partner: Understand and anticipate business priorities and contributes to the development of the business strategy

  • Provide strategic HR leadership to the senior leaders within the EMA NA Industrial Operations group and participate as an active member of Industrial Operations & HR leadership teams
  • Drive and align business initiatives by providing expert consultation on organization effectiveness, and the achievement of Industrial Operations objectives through organization change, organization design, effective employee relations, workforce planning, total rewards, talent management, and employee engagement
  • Understand business context, issues, and challenges to provide coaching to managers
  • Use business knowledge to provide effective solutions that align with business goals
  • Ensures execution of the people strategy
  • Partner with the management team to understand key performance issues, objectives, and drivers and converts those needs into people management solutions
  • Leads the people element of manufacturing footprint changes, M&A integrations, and divestments

Operational Leader:  Implementation of initiatives, balancing both global and local needs, understand common global frameworks, share best practices, maintain flexibility to meet local needs

  • Develops both employee engagement and employee relations strategies to create and sustain positive team relations at all organizational levels, and supports the employer branding proposition and strategy
  • Develops tools in collaboration with Centers of Expertise and HR Operations to maximize opportunities for economies of scale, global consistency and shared learning 
  • Leads and directs collective bargaining negotiations; implements collective bargaining strategies; and administers collective bargaining agreements through HR site and plant management
  • Manages the resolution, through HR plant leadership, of significant employee and or labor issues/grievances
  • Leads and drives labor relations initiatives, training, and implementation as appropriate 
  • Guides and supports leaders on performance management, including interim coaching, counseling, career development, and disciplinary guidance
  • Manages and resolves complex employee relations issues by conducting effective, thorough and objective investigations
  • Advises and coaches People Managers on compensation program, including annual merit and compensation processes

Change Champion: Embrace change and understand strategies to address and reduce resistance

  • Challenges the status quo, champions new initiatives and acts as a catalyst for change that drives continuous improvement in business performance
  • Drives HR functional excellence and process improvement 
  • Supports rollout of HR solutions to the business unit, acting as a champion, engaging stakeholders, challenging and coaching managers to gain buy-in
  • Coaches managers on leading change, engaging employees and effectively building capabilities 
  • Drives Human Resources process improvement and standardization throughout NA Industrial Operations

Talent Manager and Organizational Designer: Select, retain and develop the right talent and capabilities 

  • With HR VP and SVP Industrial Operations, leads the Human Resources Industrial Operations team talent development strategy and implementation
  • Develops and implements proactive and innovative talent management solutions to deliver business results
  • Understands and analyzes organizational capabilities to proactively develop and implement organizational design and structure improvements to support delivery of the business strategy
  • Coaches, challenges and supports managers in their role on people development and organizational related processes
  • Supports delivery of the people strategy within the business sector and drives business results through the identification and development of targeted HR/OD interventions to deliver performance
  • Directs training and development initiatives across the Industrial Operations organization

Minimum Qualification

  • Bachelor’s degree in business or related field, Master’s degree preferred
  • 15 years of HR business partner experience supporting a line of business, including managing and leading others
  • Extensive HR experience in the manufacturing industry.  Experience in leading HR in a multi-site union and non-union operations environment is preferred
  • Broad Employee Relations experience, including experience in labor relations and collective bargaining 

KNOWLEDGE, SKILLS & ABILITIES

  • Strong business acumen, understanding how the business agenda drives people imperatives and future organizational needs
  • Breadth of knowledge on HR practices, procedures, and HR laws and regulations
  • Excellent interpersonal, facilitation and coaching skills; engages and builds effective relationships across the organization
  • Comprehensive knowledge of labor relations to include collective bargaining, state, and federal labor laws and current economic and labor relations development
  • Excellent verbal and written communication skills with the ability to interact at all levels of the organization in a matrixed environment
  • Proven success in project management and leading change initiatives
  • Action-oriented with a focus on results
  • Managerial courage to challenge the status quo
  • Operates with the utmost integrity and trust 
  • High levels of resourcefulness, influence/organizational savvy, execution skills (strategy through implementation) 
  • Ability to balance the strategic and the practical with strong implementation and drive for execution. 
  • Sound judgment and decision making
  • Proficient in Microsoft Office Suite (Word, Excel, PowerPoint)
  • Ability to travel 50 - 75%, throughout the US and Mexico
  • The individual will obtain the necessary Electrolux Manufacturing Systems lean certifications up to a minimum of Green Gear level