Senior Director, HR, EHS & Security

Company Description

About Smiths Interconnect:

Smiths Interconnect, is a global leader in the design and manufacture of high-performance interconnect solutions. Our products are used in mission-critical applications across industries such as aerospace, defense, telecommunications, and industrial markets. At Smiths Interconnect, we are committed to innovation, quality, and providing cutting-edge solutions that connect the world’s most demanding systems.

Smiths Interconnect is part of Smiths Group. For over 170 years, Smiths has been pioneering progress by engineering for a better future. We serve millions of people every year, to help create a safer, more efficient and productive, and better-connected world across four global markets: energy, security & defense, space & aerospace and general industrial. Listed on the London Stock Exchange, Smiths employs c.16,000 colleagues in over 50 countries. 

Job Description

 We have an opportunity for a commercially minded, autonomous and people orientated leader to join the Senior Leadership Team at the Smiths Interconnect Inc. site in Tampa, Florida. We need a technically strong and proficient individual comfortable in all areas of the scope including M&A and change. The individuals reporting into this role are strong and consists of SME’s, and so the ability to collaborate, lead through ambiguity, influence effectively, demonstrate deep emotional intelligence and resilience, act with pragmatism and hold a desire to be part of a world class team in Tampa are the top priorities in this search. Experience within the defense, manufacturing and engineering industry a bonus but not essential.

The role reports to the President and will be based in the Tampa office. This is a highly visible position, and the ideal candidate would have highly developed influencing and relationship building skills to build collaborative and effective relationships and solutions. The position has responsibility for employee health and safety, security as a government supplier, and plays a key role in leading the delivery of key HR functional programs like employee engagement, succession planning, talent acquisition, compensation, health and wellness, performance management, and training and development. This role would also act as a trusted advisor to the Senior Leadership Team and coaching skills therefore highly regarded.

We believe the individual would thrive with the following responsibilities:

Define and deliver the site HR strategy and policies: lead and drive the delivery of the site people strategy and change projects to ensure compliance, alignment and in support of the business’s strategic agenda. Lead initiatives and engage employees during the transitions to help the change stick.

Site security: facilitate the implementation and sustainment of a compliant industrial security program that enables the business while complying with Government regulations, and work closely with leadership to make critical security decisions that will prevent unauthorized access to company facilities and information.

EHS agenda: provide leadership oversight to the HSE team to facilitate the implementation and advancement of the Company’s environmental, health and safety maturity models, supporting leadership in developing and maintaining the organization’s ISO management systems and ensure the overall safety culture and employee engagement.

Workforce and strategic capability planning: support the implementation of optimal workforce plans focused on key strategic capabilities required to drive the business.

Succession planning and talent management: define and execute talent strategies focused on attracting, developing and retaining a strong, diverse talent pipeline at all levels and across all functions, especially within the innovation and technology space – including early careers.

Organizational design and development: identify and improve how an organization channels resources, defines structure, jobs and work processes, motivates performance and shapes the patterns of informal interactions and relationships as a key enabler of business strategy.

Talent acquisition: in close coordination with the in-house team, develop and implement against demand, filling key roles and developing attraction and talent pool strategies. Oversee the recruitment process for key positions ensuring we onboard top talent and promote internal mobility.

Performance management: drive the performance management culture and process in each local country ensuring goals are set, monitored and achieved in line with expectations. Promote an approach to continuous improvement and mindset.

Reward and retention strategy: ensure compensation strategies sup