Director or Vice President of Human Resources

Description

POSITION TITLE: Director or Vice President of Human Resources

REPORTS TO: President

POSITION PURPOSE/MISSION:

This position will partner with Kondex senior management in developing HR initiatives to support business plans and objectives; will be vital in defining HR strategies and creating programs and processes that will foster a positive and vibrant environment for associate attraction and retention consistent with the culture, values and beliefs of the Company.

ESSENTIAL ACCOUNTABILITIES:

1. Function as a member of the senior management team, being a strong advocate of HR while assisting and advising the senior team on HR matters. Provide one-on-one coaching to management to help resolve problems, strengthen their management skills and solidify Kondex cultural values.

2. Provide leadership in talent attraction by ensuring the most creative and innovative ways of generating high-quality candidates are utilized. Ensure long term relationships are developed that will enhance the talent flow to meet Kondex growth and organizational priorities.

3. Lead organization and leadership development efforts including structure, succession planning, talent assessment, team building, training, and mentoring.

4. Create and maintain the HR practices and processes that support engagement, empowerment, and accountability.

5. Ensure that motivational rewards and recognition programs, effective performance management systems, meaningful associate benefit programs and strong safety, health and welfare plans are in place and maintained.

6. Play an active role in enhancing the Kondex culture and values.

7. Act as a confidant/counselor to all Kondex associates. This includes representing the associate to management and representing management to the associate. Function as the “eyes and ears” of the organization.

8. Ensure Kondex policies are supportive of the company culture, values, goals and objectives.

9. Manage the HR department including people, processes, systems, payroll, and budgeting.

10. Define key HR metrics and ensure they are maintained, and goals are achieved.

11. Ensuring compliance with government regulations.

SUPERVISION EXERCISED:

· Organizational Development Leader, Human Resource Representative, HR Specialist.

Requirements

MINIMUM TECHNICAL QUALIFICATIONS:

1. Bachelor’s degree in business, or relevant discipline.
2. Ten years of progressive HR experience in a similar culture including recruitment and retention, organizational development, compensation and benefits, performance management, associate relations, and compliance.
3. Experience with supervision of Human Resource team members.
4. Strong working knowledge of Microsoft Office programs, especially Outlook, PowerPoint, Excel, and Word.

PREFERRED TECHNICAL QUALIFICATIONS:

1. Relevant Advanced Degree.
2. Fifteen years of progressive HR experience, also including succession planning, coaching and counseling, safety and workers compensation.
3. Strategic planning experience in a growth environment.
4. Experience in maintaining an organization as an employer of choice.

REQUIRED BEHAVIORAL COMPETENCIES:

1. Decision Making – the ability to analyze all aspects of a situation to gain thorough insight to make decisions; identify and evaluate resources; apply problem solving abilities; develop an inner strength; be objective and fairly evaluate the different aspects of a situation.

2. Strategic Thinking – plans for and makes decisions within the framework of the enterprise’s strategic intent. Considers future impact when weighing decisions.

3. Developing Others – the ability to understand the needs, interests, strengths, and weaknesses of others, and to utilize this information for contributing to the growth and development of others.

4. Organizing & Planning – has strong organizing and planning skills. Manages time wisely and effectively prioritizes multiple, competing tasks.

5. Problem Solving – the ability to identify alternative solution to a problem and to select the best option; the ability to identify the system component that is causing the error, as well as the options available for resolving it and completing the task.

6. Results Orientation – maintains appropriate focus on outcomes and accomplishments. Persists until goals are reached, conveying a sense of urgency to make things happen. Respects the need to balance short-term and long-term goals.

7. Positive Impact – skilled at persuading, motivating, and energizing others at all levels. Passionate, personable, self-confident, and likeable. Able to flex s