Global HR Director

Company Description

Electrostatics Division of Illinois Tool Works (NYSE: ITW), is a combination of 10 businesses totaling $255M segmented into 3 areas – Static Control, Grounding and Specialty areas.  Our Static Control businesses are the leaders in providing static control solutions such as static neutralizing, static charging, or particulate removal.  Our Grounding businesses protect motor bearings from electrical discharge.  Our Specialty businesses provide various services from Treating products that promote adhesion to surfaces when printing, coating or laminating, Induction Sealing which provides solutions for packing applications, or Compressed Air technologies that increase equipment efficiency.  All of our products are used globally in the manufacturing of complex applications in a wide range of consumer and industrial products. The company's state-of-the-art technology is backed by a Customer Centric worldwide network of industry-leading operations, customer service and support. Our businesses are located in US, Europe and Asia.

Job Description

Job Description

The Division HR Director is a critical leadership role.  It is a strategic business partner to the VP/GM, working collaboratively together to ensure the division meets its people needs in the short and long-term.  The HRD will drive HR strategy and processes that align with business plans and strategic objectives. Broadly, the HR Director would be responsible for a wide range of functions including: HR Strategy, Organization Design & Effectiveness, Employee Safety, Talent Management/Employee Development, Cultural Development, and Employee Engagement.  This role has multi-site responsibility.   Manager of 2.  This is an onsite position and is based in Hatfield, Pa.

Essential Duties and Responsibilities: 

• STRATEGY –
  • Partners with local management and functional leaders on organizational change efforts in support of division’s annual objectives, assisting with communication strategies and organizational design efforts.
  • Advises business leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design and strategic workforce planning.
  • Leads organizational change management, and cultural initiatives ensuring effective processes and communication.
• TALENT ACQUISITION: - Works with functional leaders to manage talent acquisition activities, supports talent upgrade efforts as necessary and advises on market compensation requirements.
• PERFORMANCE – Supports the performance management cycle, advising and coaching in areas of goal setting, mid-year feedback activities, annual performance review and the compensation planning process.
• COMPENSATION- Develops and administers job evaluations and annual compensation review programs, using relevant market data as needed to maintain competitiveness. 
• TRAINING & DEVELOPMENT - Helps design, deliver and implement training programs on various human resource topics; develops local leadership capabilities
• SAFETY – Supports safety initiatives and drives zero accident safety culture. Record safety incidents. Complete compliance reports (OSHA logs)
• TALENT STRATEGY & PLANNING – Drives the talent strategy to build and maintain a strong and diverse leadership succession pipeline.  Assesses organizational capabilities and identifies skill gaps of key leaders.  Actively participates with business leadership to source, evaluate, select and on-board talent.  Coaches business leaders and their teams on the development of others to advance movement of talent across business groups. 
• SUCCESSION PLANNING & IDENTIFY – Facilitates talent review activities within assigned client group. Helps administer 9-box assessments with local and functional leaders. Support leadership in creating IDPs.
• OTHER-
  • Active role in development of Affirmative Action Plan within the division. Ensures compliance with required legal postings on bulletin boards.
  • Acts as trusted advisor and provides technical expertise and analytical support in identified areas of the Human Resources function.
  • Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures and reporting are in compliance.
  • Acts as employee engagement champion – coordinates the delivery of engagement survey, works with leadership to analyze results, and advises on action plans. Facilitates awareness of engagement and cultural opportunities within the business
  • Supports e